Bitte verwenden Sie diesen Link, um diese Publikation zu zitieren, oder auf sie als Internetquelle zu verweisen: https://hdl.handle.net/10419/308339 
Autor:innen: 
Erscheinungsjahr: 
2024
Schriftenreihe/Nr.: 
IZA Discussion Papers No. 17480
Verlag: 
Institute of Labor Economics (IZA), Bonn
Zusammenfassung: 
I combine novel data on job applications and hiring decisions for the universe of public sector jobs in Brazil and a natural experiment that decreased discretion in hiring to analyze how screening determines gender application and hiring gaps. I find that hiring practices have crucial gender equity consequences for selection and sorting, and not all approaches to reduce discretion have the same implications. Limiting discretion in existing tools or adding new impartial tools reduces the gender hiring gap by a third. However, policies that eliminate subjective tools like interviews are ineffective, suggesting employers should carefully weigh bias-information trade-offs.
Schlagwörter: 
hiring practices
gender bias
public sector personnel
JEL: 
M51
D73
J16
J45
J71
Dokumentart: 
Working Paper

Datei(en):
Datei
Größe
5.49 MB





Publikationen in EconStor sind urheberrechtlich geschützt.