Hiring Discrimination: An Overview of (Almost) All Correspondence Experiments Since 2005

Baert, Stijn

doi:10.1007/978-3-319-71153-9_3

Cited by 221 publications

(197 citation statements)

References 101 publications

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“…More concretely, we add interactions with indicators of high-educated candidates, male candidates, candidates who reveal engagement in a cancer organisation, candidates who reveal engagement at a korfball sports club, candidates with two engagements, and candidates with three engagements. For both call-back outcomes, we find a significant interaction only with respect to gender: the male volunteering premium in terms of getting any positive reaction (an 15 While the size of our sample is substantially lower than the size of the data gathered in some recent large-scale correspondence experiments in the United States such as Kroft et al (2013) and Neumark et al (2015), it is at least comparable to many other recent (and well-published) field experiments included in the review study of Baert (2017). In addition, a post hoc power analysis shows that based on the variation in our dataset, we were able to distinguish rather small effects from zero effects.…”

supporting

confidence: 45%

“…In contrast to many former correspondence experiments in which applications were sent to vacancies in only one or a few specific occupations (with, potentially, a high (or low) treatment effect) (Baert, 2017), 4 we aimed to test the returns to volunteering with respect to hiring chances in multiple occupations (and, in relation to this, multiple sectors). Therefore, we created pairs of application templates (comprised of a résumé and a motivation letter) for jobseekers at two education levels.…”

Section: Application Templatesmentioning

confidence: 99%

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Does it pay to care? Volunteering and employment opportunities

Baert

Vujić

2017

J Popul Econ

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We investigate whether volunteering has a causal effect on individual employment opportunities. To this end, a field experiment is conducted in which volunteering activities are randomly assigned to fictitious job applications sent to genuine vacancies in Belgium. We find that volunteers are 7.3 percentage points more likely to get a positive reaction to their job applications. The volunteering premium is higher for females but invariant with respect to the number of engagements.

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supporting

confidence: 45%

Section: Application Templatesmentioning

confidence: 99%

Does it pay to care? Volunteering and employment opportunities

Baert

Vujić

2017

J Popul Econ

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“… Although fake-résumé audit studies sometimes find anti-female bias, often they find no bias or bias in favor of women (Baert, 2018). The findings with respect to gender are much more mixed than those for race/ethnicity.…”

Section: Challenges To the Discrimination Explanation For Stem Gendermentioning

confidence: 98%

Men, Women, and STEM: Why the Differences and What Should Be Done?

Stewart‐Williams¹,

Halsey²

2018

Preprint

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It is a well-known and widely lamented fact that men outnumber women in a number of fields in STEM, including physics, mathematics, and computer science. The most commonly discussed explanations for the gender gaps are discrimination and socialization, and the most common policy prescriptions are targeted at those ostensible causes. However, a great deal of evidence in the behavioral sciences suggests that discrimination and socialization are only part of the story. The purpose of this paper is to highlight other aspects of the story: aspects that are commonly overlooked or downplayed. More precisely, the paper has two main aims. The first is to examine the evidence that factors other than workplace discrimination make a significant contribution to the gender gaps in STEM. These factors include relatively large average sex differences in career and lifestyle preferences, and relatively small average differences in cognitive aptitudessome favoring males, others favoring femaleswhich are associated with progressively larger differences the further above the average one looks. The second aim is to evaluate the evidence suggesting that these sex differences are not purely a product of social factors but also have a substantial biological (or "innate") component. A more complete picture of the many causes of the unequal sex ratios in STEM may productively inform policy debates, and is likely to improve women's situation across the STEM fields. Men, Women, and ScienceWhy the Differences and What Should Be Done?Never has the issue of gender disparities been as widely discussed, or as bitterly contested, as it has been in recent years. From the Oscars to the political podium, from TV shows to the workplace, disparities are identified and debate inevitably ensues. In the occupational realm, one of the primary focuses of this debate has been the differential representation of men and women in STEM (science, technology, engineering, and math). 1 This was epitomized by the infamous "Google memo," in which then-Google employee James Damore (2017) questioned the extent to which observed gender disparities in STEM are a product of workplace discrimination. The memo, and Damore's subsequent dismissal from Google, provoked a great deal of discussion and debate about the causes of STEM disparities and the origins of human sex differences. Unfortunately, much of this debate was decidedly inaccurate in its presentation of the research on the topic. A great deal was said about bias and discrimination, but relatively little about other factors contributing to STEM gender gaps (e.g., Chachra, 2017). Furthermore, to the extent that other factors were mentionedfactors such as average sex differences in academic interests these were typically attributed to socialization, rather than to biology or to a 1 Strictly speaking, the issue is not STEM per se, but rather STEM fields that focus on the non-living world, or that have a strong spatial or mathematical component. According to Ceci et al. (2014), the STEM fields should be divided into GE...

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“…Numerous studies have found wage and employment gaps between migrants and natives, which may at least partially be due to discrimination (Rinne 2012), particularly in the hiring decisions of firms (e.g., Baert 2017;Carlsson 2010;Weischelbaumer 2016). However, research also show major variations in the attitudes and behavior of employers as demonstrated in a study by Lundborg and Skedinger (2016) that identify significant heterogeneity in the attitudes of Swedish employers toward hiring, job performance, wage setting, and discrimination.…”

Section: The Demand-sidementioning

confidence: 98%

“…Anonymous job applications may be a way to combat employment discrimination (for an overview see, Baert 2017). In Sweden, a study by Åslund and Skans (2012) in the local public sector in the city of Gothenburg showed that anonymous job applications increased the chances of advancing to interviews for both women and immigrants of nonwestern origin.…”

Section: The Demand-sidementioning

confidence: 99%

Integration of Refugees on the Danish Labor Market

Bredgaard

Thomsen

2018

NJWLS

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The unprecedented inflow of refugees in the Nordic countries since 2014 has accentuated debates about the effectiveness of the Nordic models and their labor market integration programs. The 'refugee crisis' opened a window of opportunity in which some Nordic countries reformed their policy framework to promote faster and more effective labor market integration of refugees. Denmark is celebrated for its well-functioning flexicurity labor market, but has not been particularly successful in integrating nonwestern migrants and refugees in the labor market. We examine barriers on the supply-side, the demand-side, and in the matching process of the labor market to better understand the labor market performance of refugees. Subsequently, we analyze the new Danish labor market integration programs and discuss preliminary implementation results. Although it is too early to make any final judgments of the outcomes, there are indications of positive changes in implementation and results, while important integration issues remain unresolved. KEYWORDS Refugee / labor market / employment / integration / Denmark

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Hiring Discrimination: An Overview of (Almost) All Correspondence Experiments Since 2005

Cited by 221 publications

References 101 publications

Does it pay to care? Volunteering and employment opportunities

Does it pay to care? Volunteering and employment opportunities

Men, Women, and STEM: Why the Differences and What Should Be Done?

Integration of Refugees on the Danish Labor Market

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