Induced competition in matched correspondence tests: Conceptual and methodological considerations

Larsen, Edvard Nergård

doi:10.1016/j.rssm.2020.100475

Cited by 25 publications

(25 citation statements)

References 47 publications

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“…Only a single fictitious applicant was sent to each vacancy. The unpaired, between-subject design allowed for randomization of multiple orthogonal treatments without the need for larger sets of fictitious applicants, thus minimizing the risk of detection (Larsen 2020; Weichselbaumer 2015).…”

Section: Methodsmentioning

confidence: 99%

The Racialized and Gendered Workplace: Applying an Intersectional Lens to a Field Experiment on Hiring Discrimination in Five European Labor Markets

Stasio

Larsen

2020

Soc Psychol Q

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We draw on a field experiment conducted in five European countries to analyze hiring discrimination on the basis of gender and race. We adopt an intersectional perspective and relate existing theories on gender and racial discrimination to recent work on the gendered stereotype content of different races. We find that employers prefer hiring white women over men for female-typed jobs. By contrast, women of color do not have any advantage over men of the same race. Moreover, black and Middle Eastern men encounter the strongest racial discrimination in male-typed jobs, where it is possible that their stereotyped masculinity, made salient by the occupational context, is perceived as threatening. Overall, we argue that the employment chances of applicants of different gender and racial backgrounds are highly dependent on their perceived congruence (or lack thereof) with the feminine or masculine traits of the job they apply to.

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Section: Methodsmentioning

confidence: 99%

The Racialized and Gendered Workplace: Applying an Intersectional Lens to a Field Experiment on Hiring Discrimination in Five European Labor Markets

Stasio

Larsen

2020

Soc Psychol Q

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“…On the other hand, it is possible that respondents in the lab are more prone to make socially desirable choices that could mask discrimination (Norton, Vandello, and Darley 2004;Norton et al 2006). 21 The absence of cost-related incentives may be especially problematic with respect to statistical discrimination, which can be profit maximizing for real-world employers and hence detected in field experiments, but may be masked in lab experiments where social desirability is influential and there are no costs to foregoing statistical discrimination.…”

Section: Laboratory Experimentsmentioning

confidence: 99%

“…It is easy to criticize vignette studies for dealing in hypotheticals. However, for personnel decisions regarding existing workers (rather than new hires), it is difficult to conceive of a corresponding field experiment, such as selecting otherwise identical 21 Mujcic and Frijters (2013) present interesting evidence of this in a different context. In their experiment (in Australia), black, white, Asian, and Indian testers tried to get free rides on buses (claiming their bus pass was faulty, which it was).…”

Section: Simulated Personnel Decisions (Vignette Studies)mentioning

confidence: 99%

Experimental Research on Labor Market Discrimination

Neumark

2018

Journal of Economic Literature

387

172

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Understanding whether labor market discrimination explains inferior labor market outcomes for many groups has drawn the attention of labor economists for decades— at least since the publication of Gary Becker’s The Economics of Discrimination in 1957. The decades of research on discrimination in labor markets began with a regression-based “decomposition” approach, asking whether raw wage or earnings differences between groups—which might constitute prima facie evidence of discrimination—were in fact attributable to other productivity-related factors. Subsequent research—responding in large part to limitations of the regression-based approach—moved on to other approaches, such as using firm-level data to estimate both marginal productivity and wage differentials. In recent years, however, there has been substantial growth in experimental research on labor market discrimination—although the earliest experiments were done decades ago. Some experimental research on labor market discrimination takes place in the lab. But far more of it is done in the field, which makes this particular area of experimental research unique relative to the explosion of experimental economic research more generally. This paper surveys the full range of experimental literature on labor market discrimination, places it in the context of the broader research literature on labor market discrimination, discusses the experimental literature from many different perspectives (empirical, theoretical, and policy), and reviews both what this literature has taught us thus far, and what remains to be done. (JEL C93, J14, J15, J16, J23, J41, J71)

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“…We tested for hiring discrimination across more occupational categories than these two studies or any other previous study that we know of, spanning a wider range of occupational gender shares. In addition, while these earlier studies used a matched pair testing (within-subjects) design, an approach which has come under criticism [ 28 , 29 ], we sent a single application to each employer (between-subjects design) which is not vulnerable to these critiques.…”

Section: Introductionmentioning

confidence: 99%

Gender discrimination in hiring: An experimental reexamination of the Swedish case

2021

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We estimated the degree of gender discrimination in Sweden across occupations using a correspondence study design. Our analysis of employer responses to more than 3,200 fictitious job applications across 15 occupations revealed that overall positive employer response rates were higher for women than men by almost 5 percentage points. We found that this gap was driven by employer responses in female-dominated occupations. Male applicants were about half as likely as female applicants to receive a positive employer response in female-dominated occupations. For male-dominated and mixed occupations we found no significant differences in positive employer responses between male and female applicants.

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Induced competition in matched correspondence tests: Conceptual and methodological considerations

Cited by 25 publications

References 47 publications

The Racialized and Gendered Workplace: Applying an Intersectional Lens to a Field Experiment on Hiring Discrimination in Five European Labor Markets

The Racialized and Gendered Workplace: Applying an Intersectional Lens to a Field Experiment on Hiring Discrimination in Five European Labor Markets

Experimental Research on Labor Market Discrimination

Gender discrimination in hiring: An experimental reexamination of the Swedish case

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