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Preventing Discrimination Through Training Measures: An Assessment
[Prévenir les discriminations par une action de formation : une évaluation]

Author

Listed:
  • Laetitia Challe

    (ERUDITE - Equipe de Recherche sur l’Utilisation des Données Individuelles en lien avec la Théorie Economique - UPEC UP12 - Université Paris-Est Créteil Val-de-Marne - Paris 12 - Université Gustave Eiffel, TEPP - Théorie et évaluation des politiques publiques - CNRS - Centre National de la Recherche Scientifique)

  • Sylvain Chareyron

    (ERUDITE - Equipe de Recherche sur l’Utilisation des Données Individuelles en lien avec la Théorie Economique - UPEC UP12 - Université Paris-Est Créteil Val-de-Marne - Paris 12 - Université Gustave Eiffel, TEPP - Théorie et évaluation des politiques publiques - CNRS - Centre National de la Recherche Scientifique)

  • Yannick l'Horty

    (ERUDITE - Equipe de Recherche sur l’Utilisation des Données Individuelles en lien avec la Théorie Economique - UPEC UP12 - Université Paris-Est Créteil Val-de-Marne - Paris 12 - Université Gustave Eiffel, TEPP - Théorie et évaluation des politiques publiques - CNRS - Centre National de la Recherche Scientifique)

  • Pascale Petit

    (ERUDITE - Equipe de Recherche sur l’Utilisation des Données Individuelles en lien avec la Théorie Economique - UPEC UP12 - Université Paris-Est Créteil Val-de-Marne - Paris 12 - Université Gustave Eiffel, TEPP - Théorie et évaluation des politiques publiques - CNRS - Centre National de la Recherche Scientifique)

Abstract

In France, training of recruiters is often emphasised as an effective means for combating discrimination and in 2017 it was made compulsory for companies with more than 300 employees. In this study, we assess the effect of a measure similar to this compulsory train ing by comparing the results of correspondence tests performed before and after implementation of the measure in treated companies and control companies. The results show that the level of discrimination was the same between the two groups of companies prior to implementation of the measures and that the same was true five months later. Double-and triple-difference esti mates show no significant impact of these measures on the level of discrimination in access to employment.

Suggested Citation

  • Laetitia Challe & Sylvain Chareyron & Yannick l'Horty & Pascale Petit, 2025. "Preventing Discrimination Through Training Measures: An Assessment [Prévenir les discriminations par une action de formation : une évaluation]," Post-Print hal-05415732, HAL.
    • Handle: RePEc:hal:journl:hal-05415732
    DOI: 10.24187/ecostat.2025.547.2135
    Note: View the original document on HAL open archive server: https://insee.hal.science/hal-05415732v1
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    References listed on IDEAS

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    1. Luc Behaghel & Bruno Crépon & Thomas Le Barbanchon, 2015. "Unintended Effects of Anonymous Résumés," American Economic Journal: Applied Economics, American Economic Association, vol. 7(3), pages 1-27, July.
    2. Sylvain Chareyron & Yannick L’Horty & Pascale Petit, 2023. "Discrimination in Access to Employment: The Combined Effects of Gender, Origin and Address," Economie et Statistique / Economics and Statistics, Institut National de la Statistique et des Etudes Economiques (INSEE), issue 541, pages 3-16.
    3. Amanda Agan & Sonja Starr, 2018. "Ban the Box, Criminal Records, and Racial Discrimination: A Field Experiment," The Quarterly Journal of Economics, President and Fellows of Harvard College, vol. 133(1), pages 191-235.
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