Please use this identifier to cite or link to this item: https://hdl.handle.net/10419/236414 
Year of Publication: 
2021
Series/Report no.: 
IZA Discussion Papers No. 14383
Publisher: 
Institute of Labor Economics (IZA), Bonn
Abstract: 
We conduct a large-scale natural field experiment with a Fortune 500 company to test several approaches to attract minorities to high-profile positions. 5,000 prospective applicants were randomized into treatments varying a portion of recruiting materials. We find that self-selection at two early-career stages exhibits a substantial race gap. Importantly, we show that this gap can be strongly influenced by several treatments, with some increasing application rates by minorities by 40 percent and others being particularly effective for minority women. The heterogeneities we find by gender, race, and career stage shed light on the underlying drivers of self-selection barriers among minorities.
Subjects: 
field experiment
experiment
labor
gender
race
diversity
JEL: 
J15
J16
C93
D22
Document Type: 
Working Paper

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