Sick and Tell: A Field Experiment Analyzing the Effects of an
Illness-Related Employment Gap on the Callback Rate

Namingit, Sheryll

doi:10.1257/rct.2117-1.0

Cited by 8 publications

(18 citation statements)

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“…Names are most 9 externally valid way to signal race, since names always need to be included, but names could be a weak signal or could signal socioeconomic status in addition to race (Fryer and Levitt 2004;Barlow and Lahey 2018;Gaddis 2017aGaddis , 2017b. On the other hand, disclosing minority status through work or volunteer experience (e.g., Tilcsik 2011;Ameri et al 2018;Namingit, Blankenau, and Schwab 2017) may be a stronger signal but may be less externally valid since minority groups may prefer not to signal group affiliation to avoid potential discrimination.…”

Section: Signaling Indigenous Statusmentioning

confidence: 99%

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Employment Discrimination against Indigenous Peoples in the United States: Evidence from a Field Experiment

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2017

AEA Randomized Controlled Trials

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We conducted a resume correspondence experiment to measure discrimination in hiring faced by Indigenous Peoples in the United States (Native Americans, Alaska Natives, and Native Hawaiians). We sent employers realistic 13,516 resumes for common jobs (retail sales, kitchen staff, server, janitor, and security) in 11 cities and compared callback rates. We signaled Indigenous status in one of four different ways. We almost never find any differences in callback rates, regardless of the context. These findings hold after numerous robustness checks, although our checks and discussions raise multiple concerns that are relevant to audit studies generally.

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Section: Signaling Indigenous Statusmentioning

confidence: 99%

“…LGBT) or gay or lesbian group Ameri et al (2018). signal disability partly through a relevant volunteer experience as an accountant at a fictional disability group Namingit, Blankenau, and Schwab (2017). disclose an illness-related gap in employment history partly through a volunteer experience (Cancer survivor's group) on a resume.…”

mentioning

confidence: 99%

Employment Discrimination against Indigenous Peoples in the United States: Evidence from a Field Experiment

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2017

AEA Randomized Controlled Trials

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“…Names are most externally valid way to signal race, since names always need to be included, but names could be a weak signal or could signal socioeconomic status in addition to race (Fryer and Levitt 2004;Barlow and Lahey 2018;Gaddis 2017aGaddis , 2017b. On the other hand, disclosing minority status through work or volunteer experience (e.g., Tilcsik 2011;Ameri et al 2018;Namingit, Blankenau, and Schwab 2017) may be a stronger signal but may be less externally valid since minority groups may prefer not to signal group affiliation to avoid potential discrimination.…”

Section: Signaling Indigenous Statusmentioning

confidence: 99%

“…Ameri et al (2018) signal disability partly through a relevant volunteer experience as an accountant at a fictional disability group. Namingit, Blankenau, and Schwab (2017) disclose an illness-related gap in employment history partly through a volunteer experience (Cancer survivor's group) on a resume.…”

Section: Signaling Indigenous Statusmentioning

confidence: 99%

“…Our general approach follows previous studies of this nature (e.g., Pager, 2003;Bertrand and Mullainathan, 5 2004;Lahey, 2008;Neumark, Burn, and Button, 2019) by estimating hiring discrimination by comparing interview offer rates ("callbacks") by race. Since signaling Indigenous status is not straightforward, we use four different methods: first names for some Native Hawaiian applications, last names for some Native American applicants of Navajo ancestry, listing an Indigenous language along with English as mother tongues in a language section on the resume, or by mentioning Indigenous status in the description of a volunteer experience, mirroring Tilcsik (2011), Ameri et al (2018), and Namingit, Blankenau, and Schwab (2017).…”

Section: Introductionmentioning

confidence: 99%

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Employment Discrimination against Indigenous Peoples in the United States: Evidence from a Field Experiment

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2017

AEA Randomized Controlled Trials

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Reducing discrimination against job seekers with and without employment gaps

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Past research shows that decision-makers discriminate against applicants with career breaks. Career breaks are common due to caring responsibilities, especially for working mothers, thereby leaving job seekers with employment gaps on their résumés. In a pre-registered audit field experiment in the United Kingdom ( N = 9,022), we show that rewriting a résumé so that previously held jobs are listed with the number of years worked (instead of employment dates) increases callbacks from real employers compared to résumés without employment gaps by approximately 8%. A series of lab studies (an online pilot and two pre-registered experiments; N = 2,650) shows this effect holds for both female and male applicants—even when compared to applicants without employment gaps—as well as for applicants with less and more total job experience. The effect is driven by making the applicant’s job experience salient, not as a result of novelty or ease of reading.

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Sick and Tell: A Field Experiment Analyzing the Effects of an Illness-Related Employment Gap on the Callback Rate

Cited by 8 publications

References 0 publications

Employment Discrimination against Indigenous Peoples in the United States: Evidence from a Field Experiment

Employment Discrimination against Indigenous Peoples in the United States: Evidence from a Field Experiment

Employment Discrimination against Indigenous Peoples in the United States: Evidence from a Field Experiment

Reducing discrimination against job seekers with and without employment gaps

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