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Unintended Effects of Anonymous

Author

Listed:
  • Luc Behaghel

    (PSE - Paris School of Economics - UP1 - Université Paris 1 Panthéon-Sorbonne - ENS-PSL - École normale supérieure - Paris - PSL - Université Paris Sciences et Lettres - EHESS - École des hautes études en sciences sociales - ENPC - École des Ponts ParisTech - CNRS - Centre National de la Recherche Scientifique - INRAE - Institut National de Recherche pour l’Agriculture, l’Alimentation et l’Environnement, PSE - Paris-Jourdan Sciences Economiques - ENS-PSL - École normale supérieure - Paris - PSL - Université Paris Sciences et Lettres - INRA - Institut National de la Recherche Agronomique - EHESS - École des hautes études en sciences sociales - ENPC - École des Ponts ParisTech - CNRS - Centre National de la Recherche Scientifique)

  • Bruno Crépon

    (CREST - Centre de Recherche en Économie et Statistique - ENSAI - Ecole Nationale de la Statistique et de l'Analyse de l'Information [Bruz] - X - École polytechnique - IP Paris - Institut Polytechnique de Paris - ENSAE Paris - École Nationale de la Statistique et de l'Administration Économique - CNRS - Centre National de la Recherche Scientifique)

  • Thomas Le Barbanchon

    (CREST - Centre de Recherche en Économie et Statistique - ENSAI - Ecole Nationale de la Statistique et de l'Analyse de l'Information [Bruz] - X - École polytechnique - IP Paris - Institut Polytechnique de Paris - ENSAE Paris - École Nationale de la Statistique et de l'Administration Économique - CNRS - Centre National de la Recherche Scientifique)

Abstract

We evaluate an experimental program in which the French public employment service anonymized résumés for firms that were hiring. Firms were free to participate or not; participating firms were then randomly assigned to receive either anonymous résumés or name-bearing ones. We find that participating firms become less likely to interview and hire minority candidates when receiving anonymous résumés. We show how these unexpected results can be explained by the self-selection of firms into the program and by the fact that anonymization prevents the attenuation of negative signals when the candidate belongs to a minority.

Suggested Citation

  • Luc Behaghel & Bruno Crépon & Thomas Le Barbanchon, 2015. "Unintended Effects of Anonymous," PSE-Ecole d'économie de Paris (Postprint) halshs-01203070, HAL.
    • Handle: RePEc:hal:pseptp:halshs-01203070
    DOI: 10.1257/app.20140185
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    Cited by:

    1. Shuai Chen & Jan C. van Ours, 2022. "Mental health effects of same‐sex marriage legalization," Health Economics, John Wiley & Sons, Ltd., vol. 31(1), pages 42-56, January.
    2. repec:spo:wpmain:info:hdl:2441/26s2fhqla9901btt78qnrel14d is not listed on IDEAS
    3. Sander WAGNER & Ivaylo D. PETEV, 2019. "The Economic Penalty of Terrorism: Increase in Discrimination Against Arabs and Muslims after Paris Attacks," Working Papers 2019-22, Center for Research in Economics and Statistics.
    4. Morgane Laouenan & Roland Rathelot, 2017. "Ethnic Discrimination on an Online Marketplace of Vacation Rental," SciencePo Working papers Main hal-01514713, HAL.
    5. Berson, Clémence & Laouénan, Morgane & Valat, Emmanuel, 2020. "Outsourcing recruitment as a solution to prevent discrimination: A correspondence study," Labour Economics, Elsevier, vol. 64(C).
    6. Dur, Robert & Gomez-Gonzalez, Carlos & Nesseler, Cornel, 2022. "How to Reduce Discrimination? Evidence from a Field Experiment in Amateur Soccer," IZA Discussion Papers 15186, Institute of Labor Economics (IZA).
    7. Joanna N. Lahey & Douglas R. Oxley, 2021. "Discrimination at the Intersection of Age, Race, and Gender: Evidence from an Eye‐Tracking Experiment," Journal of Policy Analysis and Management, John Wiley & Sons, Ltd., vol. 40(4), pages 1083-1119, September.
    8. Azmat, Ghazala & Boring, Anne, 2020. "Gender Diversity in Firms," IZA Policy Papers 168, Institute of Labor Economics (IZA).
    9. Lee, Logan M. & Waddell, Glen R., 2021. "Diversity and the timing of preference in hiring decisions," Journal of Economic Behavior & Organization, Elsevier, vol. 184(C), pages 432-459.
    10. Danielle Li & Lindsey R. Raymond & Peter Bergman, 2020. "Hiring as Exploration," NBER Working Papers 27736, National Bureau of Economic Research, Inc.
    11. repec:hal:spmain:info:hdl:2441/26s2fhqla9901btt78qnrel14d is not listed on IDEAS
    12. Eszter Czibor & David Jimenez‐Gomez & John A. List, 2019. "The Dozen Things Experimental Economists Should Do (More of)," Southern Economic Journal, John Wiley & Sons, vol. 86(2), pages 371-432, October.
    13. Souleymane Mbaye, 2019. "Trois évaluations d’actions de lutte contre les discriminations," Erudite Ph.D Dissertations, Erudite, number ph19-01 edited by Pascale Petit.
    14. Loïc du Parquet & Pascale Petit, 2019. "Discrimination à l’embauche : Ce que nous apprennent deux décennies de testings en France," TEPP Research Report 2019-01, TEPP.
    15. Mongoljin Batsaikhan & Mette Goertz & John Kennes & Ran Sun Lyng & Daniel Monte & Norovsambuu Tumennasan, 2021. "Discrimination and Daycare Choice: Evidence from a Randomized Survey," CEBI working paper series 19-14, University of Copenhagen. Department of Economics. The Center for Economic Behavior and Inequality (CEBI).
    16. Sylvain Chareyron & Yannick L'Horty & Pascale Petit & Souleymane Mbaye, 2019. "Mesurer l’impact d’un courrier d’alerte sur les discriminations liées à l’origine," Working Papers hal-02333840, HAL.
    17. Mongoljin Batsaikhan & Mette Gørtz & John Kennes & Ran Sun Lyng & Daniel Monte & Norovsambuu Tumennasan, 2019. "Daycare Choice and Ethnic Diversity: Evidence from a Randomized Survey," Economics Working Papers 2019-02, Department of Economics and Business Economics, Aarhus University.

    More about this item

    Keywords

    Non-labor Discrimination;

    JEL classification:

    • J71 - Labor and Demographic Economics - - Labor Discrimination - - - Hiring and Firing
    • J78 - Labor and Demographic Economics - - Labor Discrimination - - - Public Policy (including comparable worth)

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