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Discrimination at the Intersection of Age, Race, and Gender: Evidence from a Lab-in-the-field Experiment

Author

Listed:
  • Joanna N. Lahey
  • Douglas R. Oxley
Abstract
We use a laboratory experiment with randomized resumes and eyetracking to explore the effects of race on employment discrimination over the lifecycle. We show race discrimination against prime-age black job applicants that diminishes into middle age before re-emerging for older applicants. Screeners mechanically process black and white resumes similarly, but spend less time on younger black resumes, suggesting they use negative heuristics or taste-based discrimination. Screeners demonstrate levels-based statistical discrimination, believing that younger black applicants have worse computer skills and more gaps in their job histories. We find no evidence that screeners believe black applicants have worse previous experience. Screeners demonstrate variance-based statistical discrimination against black applicants of all ages, suggesting that screeners perceive the stronger history signals for white applicants, with this type of discrimination disproportionately affecting older applicants. We find suggestive evidence that the signal sent by high school attended is weaker for younger black applicants compared to younger white applicants, and we find no evidence that the signal strength of the applicant’s address varies by race. Evidence from the CPS and an additional study supports the external validity of our experiment, particularly for female job applicants. Results are robust to different controls and specification choices.

Suggested Citation

  • Joanna N. Lahey & Douglas R. Oxley, 2018. "Discrimination at the Intersection of Age, Race, and Gender: Evidence from a Lab-in-the-field Experiment," NBER Working Papers 25357, National Bureau of Economic Research, Inc.
    • Handle: RePEc:nbr:nberwo:25357
    Note: AG LS PE
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    References listed on IDEAS

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    Cited by:

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    2. Button, Patrick & Walker, Brigham, 2020. "Employment discrimination against Indigenous Peoples in the United States: Evidence from a field experiment," Labour Economics, Elsevier, vol. 65(C).
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    4. Yana Gallen & Melanie Wasserman, 2021. "Informed Choices: Gender Gaps in Career Advice," Working Papers 2021-025, Human Capital and Economic Opportunity Working Group.
    5. Van Borm, Hannah & Burn, Ian & Baert, Stijn, 2021. "What Does a Job Candidate's Age Signal to Employers?," Labour Economics, Elsevier, vol. 71(C).
    6. Joanne Song McLaughlin, 2020. "Falling Between the Cracks: Discrimination Laws and Older Women," LABOUR, CEIS, vol. 34(2), pages 215-238, June.
    7. Luca Fumarco & Benjamin Harrell & Patrick Button & David Schwegman & E Dils, 2020. "Gender Identity, Race, and Ethnicity-based Discrimination in Access to Mental Health Care: Evidence from an Audit Correspondence Field Experiment," NBER Working Papers 28164, National Bureau of Economic Research, Inc.
    8. Landgrave, Michelangelo Geovanny, 2023. "The Ethics of Field Experiments in Authoritarian Contexts: A Comment on Cantoni, Yang, Yuchtman and Zhang (2019)," OSF Preprints nvzt8, Center for Open Science.

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    More about this item

    JEL classification:

    • J14 - Labor and Demographic Economics - - Demographic Economics - - - Economics of the Elderly; Economics of the Handicapped; Non-Labor Market Discrimination
    • J15 - Labor and Demographic Economics - - Demographic Economics - - - Economics of Minorities, Races, Indigenous Peoples, and Immigrants; Non-labor Discrimination
    • J23 - Labor and Demographic Economics - - Demand and Supply of Labor - - - Labor Demand
    • J7 - Labor and Demographic Economics - - Labor Discrimination
    • J70 - Labor and Demographic Economics - - Labor Discrimination - - - General
    • J71 - Labor and Demographic Economics - - Labor Discrimination - - - Hiring and Firing

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