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

Author

Listed:
  • Kai Barron
  • Ruth K. Ditlmann
  • Stefan Gehrig
  • Sebastian Schweighofer-Kodritsch

Abstract

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.

Suggested Citation

  • Kai Barron & Ruth K. Ditlmann & Stefan Gehrig & Sebastian Schweighofer-Kodritsch, 2024. "Explicit and Implicit Belief-Based Gender Discrimination: A Hiring Experiment," Berlin School of Economics Discussion Papers 0035, Berlin School of Economics.
    • Handle: RePEc:bdp:dpaper:0035
    DOI: 10.48462/opus4-5361
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    More about this item

    Keywords

    Discrimination; Hiring Decisions; Gender; Beliefs; Experiment; Aversive Sexism;
    All these keywords.

    JEL classification:

    • D90 - Microeconomics - - Micro-Based Behavioral Economics - - - General
    • J71 - Labor and Demographic Economics - - Labor Discrimination - - - Hiring and Firing
    • D83 - Microeconomics - - Information, Knowledge, and Uncertainty - - - Search; Learning; Information and Knowledge; Communication; Belief; Unawareness

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