Abstract
Abstract We document a new way that discrimination operates: through sequential spillover effects. Employers in an incentivized resume rating experiment evaluate a sequence of hypothetical candidates with randomly assigned characteristics. Candidates are rated worse when following white men than when following women or minorities. Exploring the mechanisms, we find that spillover effects are inversely related to direct bias. When reviewing high-quality resumes or recruiting in STEM industries, employers directly favor white men and display no spillover effect. For low-quality resumes or non-STEM industries, we find no direct bias but a strong spillover effect. Results suggest that discrimination arises in subtle ways.
Talk to us
Join us for a 30 min session where you can share your feedback and ask us any queries you have
Disclaimer: All third-party content on this website/platform is and will remain the property of their respective owners and is provided on "as is" basis without any warranties, express or implied. Use of third-party content does not indicate any affiliation, sponsorship with or endorsement by them. Any references to third-party content is to identify the corresponding services and shall be considered fair use under The CopyrightLaw.