TY - JOUR A1 - Barron, Kai A1 - Ditlmann, Ruth K. A1 - Gehrig, Stefan A1 - Schweighofer-Kodritsch, Sebastian T1 - Explicit and Implicit Belief-Based Gender Discrimination: A Hiring Experiment JF - Management Science N2 - This paper studies a key element of discrimination, namely, when stereotypes translate into discriminatory actions. Using a hiring experiment, we rule out taste-based discrimination by design and test for the presence of two types of belief-based gender discrimination. We document evidence of explicit discriminators—individuals who are willing to discriminate even when their hiring choices are highly revealing of their gender-biased beliefs. Crucially, we also identify implicit discriminators—individuals who do not discriminate against women when taking a discriminatory action is highly revealing of their biased beliefs, but do discriminate against women when their biased motive is obscured. Our analysis highlights the central role played by features of the choice environment in determining whether and how discrimination will manifest. We conclude by discussing the implications for policy design. KW - discrimination, hiring decisions, gender, beliefs, experiment, aversive sexism Y1 - 2024 U6 - https://doi.org/10.1287/mnsc.2022.01229 SN - 0025-1909 (print) ER - TY - RPRT A1 - Barron, Kai A1 - Fries, Tilman T1 - Narrative Persuasion T2 - Berlin School of Economics Discussion Papers N2 - We study how one person may shape the way another person interprets objective information. They do this by proposing a sense-making explanation (or narrative). Using a theory-driven experiment, we investigate the mechanics of such narrative persuasion. Our results reveal several insights. First, narratives are persuasive: We find that they systematically shift beliefs. Second, narrative fit (coherence with the facts) is a key determinant of persuasiveness. Third, this fit-heuristic is anticipated by narrative-senders, who systematically tailor their narratives to the facts. Fourth, the features of a competing narrative predictably influence both narrative construction and adoption. T3 - Berlin School of Economics Discussion Papers - 39 Y1 - 2024 U6 - http://nbn-resolving.de/urn/resolver.pl?urn:nbn:de:kobv:b1570-opus4-54266 UR - https://berlinschoolofeconomics.de/insights/discussion-papers ET - No. 39 ER - TY - RPRT A1 - Barron, Kai A1 - Ditlmann, Ruth K. A1 - Gehrig, Stefan A1 - Schweighofer-Kodritsch, Sebastian T1 - Explicit and Implicit Belief-Based Gender Discrimination: A Hiring Experiment N2 - This paper studies a key element of discrimination, namely when stereotypes translate into discriminatory actions. Using a hiring experiment, we rule out taste-based discrimination by design and test for the presence of two types of belief-based gender discrimination. We document evidence of explicit discriminators—individuals who are willing to discriminate even when their hiring choices are highly revealing of their gender-biased beliefs. Crucially, we also identify implicit discriminators—individuals who do not discriminate against women when taking a discriminatory action is highly revealing of their biased beliefs, but do discriminate against women when their biased motive is obscured. Our analysis highlights the central role played by features of the choice environment in determining whether and how discrimination will manifest. We conclude by discussing the implications for policy design. T3 - Berlin School of Economics Discussion Papers - 35 Y1 - 2024 U6 - http://nbn-resolving.de/urn/resolver.pl?urn:nbn:de:kobv:b1570-opus4-53610 UR - https://berlinschoolofeconomics.de/insights/discussion-papers ET - No. 35 ER - TY - RPRT A1 - Schweighofer-Kodritsch, Sebastian A1 - Barron, Kai A1 - Ditlmann, Ruth K. A1 - Gehrig, Stefan T1 - Explicit and Implicit Belief-Based Gender Discrimination: A Hiring Experiment T2 - Berlin School of Economics Discussion Papers N2 - This paper studies a key element of discrimination, namely when stereotypes translate into discriminatory actions. Using a hiring experiment, we rule out taste-based discrimination by design and test for the presence of two types of belief-based gender discrimination. We document evidence of explicit discriminators—individuals who are willing to discriminate even when their hiring choices are highly revealing of their gender-biased beliefs. Crucially, we also identify implicit discriminators—individuals who do not discriminate against women when taking a discriminatory action is highly revealing of their biased beliefs, but do discriminate against women when their biased motive is obscured. Our analysis highlights the central role played by features of the choice environment in determining whether and how discrimination will manifest. We conclude by discussing the implications for policy design. T3 - Berlin School of Economics Discussion Papers - 35 Y1 - 2024 U6 - http://nbn-resolving.de/urn/resolver.pl?urn:nbn:de:kobv:b1570-opus4-53592 UR - https://berlinschoolofeconomics.de/insights/discussion-papers UR - https://doi.org/10.48462/opus4-5361 N1 - This document has been replaced due to an error on the cover page. The new document is available at the following link: https://doi.org/10.48462/opus4-5361 ET - No. 35 ER -