What Happens When Employers Can No Longer Discriminate in Job Ads?
When employers’ explicit gender requests were unexpectedly removed from a Chinese job board overnight, pools of successful applicants became more integrated: women’s (men’s) share of call-backs to jobs that had requested men (women) rose by 63 (146) percent. The removal ‘worked’ in this sense because it generated a large increase in gender-mismatched applications, and because those applications were treated surprisingly well by employers. The removal had little or no effect on aggregate matching frictions. The job titles that were integrated however, were not the most gendered ones, and were disproportionately lower-wage jobs.
We thank David Card, Kory Kroft, Dan Kreisman, Rafael Lalive, David Ong, and seminar participants at the University of Illinois at Urbana-Champaign, Universidade do Minho, University of Toronto, Peking University HSBC Business School, Georgia State University, IESR (Jinan University), Melbourne Institute of University of Melbourne, East Asian Institute of National University of Singapore, Renmin University, East China Normal University, Nanyang Technological University for helpful comments. The views expressed herein are those of the authors and do not necessarily reflect the views of the National Bureau of Economic Research.
Peter Kuhn & Kailing Shen, 2023. "What Happens When Employers Can No Longer Discriminate in Job Ads?," American Economic Review, vol 113(4), pages 1013-1048.