Anonymous job applications of fresh Ph.D. economists

Krause, Annabelle; Rinne, Ulf; Zimmermann, Klaus F.

doi:10.1016/j.econlet.2012.06.029

Cited by 55 publications

(49 citation statements)

References 9 publications

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“…In the German experiment, the results were in line with each of the three initial conditions [7]. In the small-scale experiment at a European economic research institution, the use of anonymous applications blocked the desired goal of promoting the chances of the underrepresented gender through affirmative action (see Figure 1) [10]. Also, in the French experiment, as discussed above, the callback rates of migrants and residents of deprived neighborhoods were lower with anonymous applications than with standard applications [6].…”

Section: World Of Laborsupporting

confidence: 48%

“…It also holds in the case of the small-scale experiment at a European research institution, where indicators of professional quality (for example, journal publications) seem to receive a different weight when screening is anonymous [10]. For example, if recruiters are not aware of the applicant's family situation, migration background, or disadvantaged neighborhood, that information cannot be taken into account to explain such impediments as below-average education outcomes, lack of labor market experience, or insufficient language skills.…”

Section: World Of Labormentioning

confidence: 99%

“…This paper draws on many fruitful discussions with co-authors of papers on anonymous job applications (see, for example, [7] and [10], and another joint paper listed under "Further reading").…”

Section: Acknowledgmentsmentioning

confidence: 99%

“…Next to these relatively large-scale experiments, a smaller-scale randomized experiment provides additional insights into the effects of anonymous applications [10]. The study analyzed data for 2010-2011 at a European economic research institution on interview invitations for economists who applied for postdoctoral positions.…”

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confidence: 99%

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Anonymous job applications and hiring discrimination

Rinne¹

2015

izawol

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Section: World Of Laborsupporting

confidence: 48%

Section: World Of Labormentioning

confidence: 99%

Section: Acknowledgmentsmentioning

confidence: 99%

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confidence: 99%

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Anonymous job applications and hiring discrimination

Rinne¹

2015

izawol

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“…Prejudices against women may stem from expected working interruptions due to fertility or from sexist views of men about the appropriate role of women, i.e., housework and child care against labor market activity (see Charles, Guryan, and Pan, 2009, for a discussion and empirical evidence). Although tastebased discrimination is extremely hard to prove, studies by Goldin and Rouse (2000) and Neumark, Bank, and Van Nort (1996) provide evidence on the existence of discrimination against women within the hiring process, which are also reflected in recent initiatives to overcome sexual discrimination with the introduction of anonymous job applications (see Behaghel, Crépon, and Le Barbanchonz, 2012;Krause, Rinne, and Zimmermann, 2012).…”

Section: Introductionmentioning

confidence: 99%

Getting back into the labor market: the effects of start-up subsidies for unemployed females

Caliendo

Künn

2015

J Popul Econ

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Standard-Nutzungsbedingungen:Die Dokumente auf EconStor dürfen zu eigenen wissenschaftlichen Zwecken und zum Privatgebrauch gespeichert und kopiert werden.Sie dürfen die Dokumente nicht für öffentliche oder kommerzielle Zwecke vervielfältigen, öffentlich ausstellen, öffentlich zugänglich machen, vertreiben oder anderweitig nutzen.Sofern die Verfasser die Dokumente unter Open-Content-Lizenzen (insbesondere CC-Lizenzen) zur Verfügung gestellt haben sollten, gelten abweichend von diesen Nutzungsbedingungen die in der dort genannten Lizenz gewährten Nutzungsrechte. www.econstor.eu Terms of use: Documents in D I S C U S S I O N P A P E R S E R I E S ABSTRACT Getting Back into the Labor Market: The Effects of Start-Up Subsidies for Unemployed Females *A shortage of skilled labor and low female labor market participation are problems many developed countries have to face. Besides activating inactive women, one possible solution is to support the re-integration of unemployed women. Due to female-specific labor market constraints (preferences for flexible working hours, discrimination), this is a difficult task, and the question arises whether active labor market policies (ALMP) are an appropriate tool to do so. Promoting self-employment among the unemployed might be promising. Starting their own business might give women more independence and flexibility in allocating their time to work and family. Access to long-term informative data allows us to close existing research gaps, and we investigate the impact of two start-up programs on long-run labor market and fertility outcomes of female participants. We find that start-up programs persistently integrate former unemployed women into the labor market and partly improve their income situations. The impact on fertility is less detrimental than for traditional ALMP programs. JEL Classification:J68, C14, H43

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Discrimination at the Intersection of Age, Race, and Gender: Evidence from an Eye‐Tracking Experiment

Lahey¹,

Oxley²

2021

J Policy Anal Manage

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This paper uses a laboratory experiment with eye‐tracking and about 6,000 unique randomized resumes to explore the effects of race on employment discrimination over the life cycle for experienced applicants in their mid 30s to 70s. We find striking evidence of race discrimination against prime‐age Black job applicants that diminishes into middle age before re‐emerging for older applicants. Screeners in professional programs mechanically process Black and White resumes similarly, but spend less time on resumes for the younger Black applicants. We find evidence of levels‐based statistical discrimination, suggesting that screeners believe younger Black applicants to have worse computer skills and more gaps in their job histories. We also find evidence for variance‐based statistical discrimination against Black applicants of all ages, suggesting that screeners perceive the job history signal to be stronger for White applicants than for Black, disproportionately affecting older Black applicants. Evidence from a smaller companion study using Human Resources (HR) managers and from the Current Population Survey (CPS) supports the external validity of our experiment, particularly for female job applicants. Results are robust to a number of different controls and specification choices.

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Anonymous job applications of fresh Ph.D. economists

Cited by 55 publications

References 9 publications

Anonymous job applications and hiring discrimination

Anonymous job applications and hiring discrimination

Getting back into the labor market: the effects of start-up subsidies for unemployed females

Discrimination at the Intersection of Age, Race, and Gender: Evidence from an Eye‐Tracking Experiment

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