Working Paper: NBER ID: w25365
Authors: Peter Kuhn; Kailing Shen; Shuo Zhang
Abstract: We document how explicit employer requests for applicants of a particular gender enter the recruitment process on a Chinese job board. Overall, we find that 19 out of 20 callbacks to jobs requesting a particular gender are of the requested gender. Mostly, this is because application pools to those jobs are highly segregated, but men and women who apply to jobs requesting the ‘other’ gender also experience lower callback rates than other applicants. Regressions that control for job title-by-firm fixed effects suggest that explicit requests for men in a job ad reduce the female share of applicants by 15 percentage points, while explicit requests for women raise it by 25 percentage points. Regressions that control for worker and job title fixed effects suggest that applying to a gender-mismatched job reduces men’s callback probability by 24 percent and women’s by 43 percent. Together, these findings suggest that explicit gender requests direct where workers send their applications and predict how an application will be treated by the employer, if it is made.
Keywords: gender-targeted job ads; labor market; gender segregation; callback rates
JEL Codes: J16; J63; J71
Edges that are evidenced by causal inference methods are in orange, and the rest are in light blue.
| Cause | Effect |
|---|---|
| explicit requests for male applicants (J79) | decrease in female share of applicants (J16) |
| explicit requests for female applicants (J16) | increase in female share of applicants (J16) |
| mismatched gender application (J16) | decrease in callback probability for men (J79) |
| mismatched gender application (J16) | decrease in callback probability for women (J79) |
| gender requests (J16) | callbacks to gendered job ads (J16) |