Please use this identifier to cite or link to this item: http://hdl.handle.net/10419/193316
Authors: 
Kuhn, Peter J.
Shen, Kailing
Zhang, Shuo
Year of Publication: 
2018
Series/Report no.: 
IZA Discussion Papers No. 12022
Abstract: 
We document how explicit employer requests for applicants of a particular gender enter the recruitment process on a Chinese job board. We find that 95 percent of callbacks to gendered jobs are of the requested gender; worker self-selection ("compliance" with employers' requests) and employer callback decisions from applicant pools ("enforcement") both contribute to this association, with compliance playing the larger role. Explicit gender requests account for over half of the gender segregation and gender wage gap observed on the board. Ad-level regressions with job title and firm fixed effects suggest that employers' explicit gender requests have causal effects on the gender mix of applications received, especially when the employer's likely gender preference is hard to infer from other contents of the ad. Application-level regressions with job title and worker fixed effects show that both men and women experience a callback penalty when applying to a gender-mismatched job; this penalty is significantly greater for women (44 percent) than men (26 percent).
Subjects: 
gender
discrimination
China
internet search
recruiting
screening
JEL: 
J16
J63
J71
Document Type: 
Working Paper

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