Are Emily and Greg more employable than Lakisha and Jamal? A field experiment on labor market discrimination
Are Emily and Greg more employable than Lakisha and Jamal? A field experiment on labor market discrimination
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DOI：
10.1257/0002828042002561
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发表时间：
2004-09-01
影响因子：
10.7
通讯作者：
Mullainathan, S
中科院分区：
文献类型：
--
作者：
Bertrand, M;Mullainathan, S
我们通过向波士顿和芝加哥报纸上的招聘广告发送虚构的简历来研究劳动力市场中的种族。为了操纵人们对种族的认知，简历被随机分配了听起来像非洲裔美国人或白人的名字。白人的面试机会要多出50%。与非裔美国人名字相比，白人名字的面试结果对简历质量的影响更大。在职业、行业和雇主规模上，种族差距是一致的。我们也发现很少有证据表明雇主从名字中推断社会阶层。在美国劳动力市场上，种族差别待遇似乎仍然很突出。
We study race in the labor market by sending fictitious resumes to help-wanted ads in Boston and Chicago newspapers. To manipulate perceived race, resumes are randomly assigned African-American- or White-sounding names. White names receive 50 percent more callbacks for interviews. Callbacks are also more responsive to resume quality for White names than for African-American ones. The racial gap is uniform across occupation, industry, and employer size. We also find little evidence that employers are inferring social class from the names. Differential treatment by race still appears to still be prominent in the U.S. labor market.