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Preference-based hiring decisions and incentives

Author

Listed:
  • Francesca Gioia

    (University of Milan)

  • Giovanni Immordino

    (University of Naples Federico II, CSEF, DISES)

Abstract

This article replicates an experiment by Coffman et al. (Manag Sci 67(6):3551–3569, 2021) who separated taste-based and statistical discrimination by comparing employer choices in one of two hiring environments (treatments). Both treatments were characterized by the same ability distributions of workers in tasks on which men are found to outperform women on average, but only one allowed for gender-specific considerations. We found statistical discrimination against women when they are presented to employers not as women, but as people belonging to a low-performance group, but discrimination in their favor when their gender is revealed to potential employers. This discrimination in favor of women was observed in both male and female employers. It was greater when employers were women and disappeared when monetary incentives to employ more productive workers were higher for employers.

Suggested Citation

  • Francesca Gioia & Giovanni Immordino, 2024. "Preference-based hiring decisions and incentives," Journal of the Economic Science Association, Springer;Economic Science Association, vol. 10(1), pages 1-14, June.
    • Handle: RePEc:spr:jesaex:v:10:y:2024:i:1:d:10.1007_s40881-023-00144-4
    DOI: 10.1007/s40881-023-00144-4
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    More about this item

    Keywords

    Gender; Labor discrimination; Preferences; Incentives;
    All these keywords.

    JEL classification:

    • J16 - Labor and Demographic Economics - - Demographic Economics - - - Economics of Gender; Non-labor Discrimination
    • J24 - Labor and Demographic Economics - - Demand and Supply of Labor - - - Human Capital; Skills; Occupational Choice; Labor Productivity

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