Working Paper: NBER ID: w29053
Authors: Patrick M. Kline; Evan K. Rose; Christopher R. Walters
Abstract: We study the results of a massive nationwide correspondence experiment sending more than 83,000 fictitious applications with randomized characteristics to geographically dispersed jobs posted by 108 of the largest U.S. employers. Distinctively Black names reduce the probability of employer contact by 2.1 percentage points relative to distinctively white names. The magnitude of this racial gap in contact rates differs substantially across firms, exhibiting a between-company standard deviation of 1.9 percentage points. Despite an insignificant average gap in contact rates between male and female applicants, we find a between-company standard deviation in gender contact gaps of 2.7 percentage points, revealing that some firms favor male applicants while others favor women. Company-specific racial contact gaps are temporally and spatially persistent, and negatively correlated with firm profitability, federal contractor status, and a measure of recruiting centralization. Discrimination exhibits little geographical dispersion, but two digit industry explains roughly half of the cross-firm variation in both racial and gender contact gaps. Contact gaps are highly concentrated in particular companies, with firms in the top quintile of racial discrimination responsible for nearly half of lost contacts to Black applicants in the experiment. Controlling false discovery rates to the 5% level, 23 individual companies are found to discriminate against Black applicants. Our findings establish that discrimination against distinctively Black names is concentrated among a select set of large employers, many of which can be identified with high confidence using large scale inference methods.
Keywords: discrimination; employment; correspondence experiment; racial bias; gender bias
JEL Codes: C11; C9; C93; J7; J71; J78; K31; K42
Edges that are evidenced by causal inference methods are in orange, and the rest are in light blue.
| Cause | Effect |
|---|---|
| discriminatory practices (J71) | firm profitability (L21) |
| gender contact gaps (J16) | employer heterogeneity in discriminatory practices (J79) |
| two-digit industry codes (L80) | cross-firm variation in contact gaps (L15) |
| distinctively black names (J15) | reduce the probability of employer contact (J65) |
| distinctively white names (J79) | increase the probability of employer contact (J68) |