The Role of Gender Stereotypes in Hiring: A Field Experiment

González, Marc-Tizoc; Cortina, Clara; Rodríguez, Jorge

doi:10.1093/esr/jcy055

Cited by 86 publications

(58 citation statements)

References 26 publications

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“…In Sweden, by contrast, Bygren et al (2017) did not find substantial differences in callback rates between parents and nonparents, irrespective of gender. An even more recent study conducted in Spain (González, Cortina and Rodríguez 2019) found lower callback rates for mothers than nonmothers, but the difference in callback rates was not statistically significant at conventional cut-off levels.…”

Section: Gendered Employment Effects Of Parenthoodmentioning

confidence: 84%

“…Correll, Benard and Paik (2007), for example, found that in the US, men's callback rates were unaffected by whether or not they had children, but that mothers had lower callback rates than nonmothers. A more recent study by González et al (2019) found that mothers in Spain were less likely to receive a callback than nonmothers, but these differences were not statistically significant. Bygren, Erlandsson and Gähler (2017) found for Sweden that neither men nor women experienced discrimination in the recruitment process for having children.…”

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confidence: 87%

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Do Hiring Practices Penalize Women and Benefit Men for Having Children? Experimental Evidence from Germany

Hipp

2019

European Sociological Review

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Although observational studies from many countries have consistently shown that motherhood negatively affects women’s wages, experimental findings on its effect on the likelihood of being hired are less conclusive. Motherhood penalties in hiring have been reported in the United States, the prototypical liberal market economy, but not in Sweden, the prototypical social-democratic welfare state. Based on a field experiment in Germany, this study examines the effects of parenthood on hiring processes in the prototypical conservative welfare state. My findings indicate that job recruitment processes indeed penalize women but not men for having children. In addition to providing theoretical explanations for why motherhood penalties in hiring are particularly likely to occur in the German context, this study also highlights several methodological and practical issues that should be considered when conducting correspondence studies to examine labour market discrimination.

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Section: Gendered Employment Effects Of Parenthoodmentioning

confidence: 84%

mentioning

confidence: 87%

Do Hiring Practices Penalize Women and Benefit Men for Having Children? Experimental Evidence from Germany

Hipp

2019

European Sociological Review

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Section: Gendered Employment Effects Of Parenthoodmentioning

confidence: 84%

“…First, I used the invitation to a job interview as the outcome variable in this study rather than a callback, which has been used in most correspondence studies on hiring discrimination (e.g., Bertrand and Mullainathan 2004;Bygren, Erlandsson and Gähler 2017;Correll, Benard and Paik 2007;Kaas 2011;Weisshaar 2018). Although an invitation to an interview does not imply that a candidate will be offered employment, it is nonetheless an unequivocal signal of the employer's interest in a specific candidate (see Riach and Rich 2002;González, Cortina and Rodríguez 2019 on different ways to measure employer interest in a job candidate).…”

Section: Methodological Considerationsmentioning

confidence: 99%

Do hiring practices penalize women and benefit men for having children? Experimental evidence from Germany

Hipp¹

2018

Preprint

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Although observational studies from many countries have consistently shown that motherhood negatively affects women’s wages, experimental findings on its effect on the likelihood of being hired are less conclusive. Motherhood penalties in hiring have been reported in the US, the prototypical liberal market economy, but not in Sweden, the prototypical social-democratic welfare state. Based on a field experiment in Germany, this study examines the effects of parenthood on hiring processes in the prototypical conservative welfare state. My findings indicate that job recruitment processes indeed penalize women but not men for having children. In addition to providing theoretical explanations for why motherhood penalties in hiring are particularly likely to occur in the German context, this study also highlights several methodological and practical issues that should be considered when conducting correspondence studies to examine labor market discrimination.

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“…Field experiments in the financial sector in France (Petit, 2007) and across a wide array of jobs in Sweden (Bygren et al, 2017) have not replicated this finding. Differently, a comparably large field experiment in Spain found lower callback probabilities for women especially if with children (González et al, 2019). A vignette study in Switzerland found evidence of a motherhood penalty for women applying for a HR assistant position (Oesch et al, 2017), and a field experiment in Germany found a motherhood penalty in hiring for an event manager position (Hipp, 2019).…”

mentioning

confidence: 97%

Gender, Parenthood, and Hiring Intentions in Sex-Typical Jobs: A Survey Experiment

Mari¹,

Luijkx²

2020

Preprint

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We ran a survey experiment with Dutch employers to investigate hiring discrimination in sex-typical jobs. We ask if women are especially discriminated against when they have children, whether discrimination applies similarly in different occupations, and whether statistical discrimination or status-characteristic theories best account for discriminatory practices (if any).Employers rate fictitious candidates for either a female-typical job (primary-school teacher) or a male-typical job (software engineer). Employers are found to display a slight preference for female candidates when filling a teacher post, although such bias is less strong for female applicants with children. No such ranking is found for a software engineer vacancy, nor do we find different salary offers across candidates and across vacancies. Employers do not appear to favour men over women for positions likely to be on the career track, as predicted by statistical discrimination theories, nor do they expect women to be less capable than men, as posited by status-characteristic theory. Female candidates with children, however, are expected to be less committed to their job and work fewer hours, especially in the teacher experiment. Such expectations seem to have small consequences for the hiring decisions and salary offers Dutch employers make in our study.

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The Role of Gender Stereotypes in Hiring: A Field Experiment

Cited by 86 publications

References 26 publications

Do Hiring Practices Penalize Women and Benefit Men for Having Children? Experimental Evidence from Germany

Do Hiring Practices Penalize Women and Benefit Men for Having Children? Experimental Evidence from Germany

Do hiring practices penalize women and benefit men for having children? Experimental evidence from Germany

Gender, Parenthood, and Hiring Intentions in Sex-Typical Jobs: A Survey Experiment

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