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Explicit and Implicit Belief-Based Gender Discrimination: A Hiring Experiment

  • 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.

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Metadaten
Document Type:Article
Language:English
Author(s):Kai Barron, Ruth K. Ditlmann, Stefan Gehrig, Sebastian Schweighofer-KodritschORCiD
Parent Title (English):Management Science
ISSN:0025-1909 (print)
Publication year:2024
Publishing Institution:Hertie School
DOI:https://doi.org/10.1287/mnsc.2022.01229
Release Date:2024/05/22
Tag:discrimination, hiring decisions, gender, beliefs, experiment, aversive sexism
AY 23/24:AY 23/24
Licence of document (German):Metadaten / metadata
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