Please use this identifier to cite or link to this item: https://hdl.handle.net/10419/308339 
Authors: 
Year of Publication: 
2024
Series/Report no.: 
IZA Discussion Papers No. 17480
Publisher: 
Institute of Labor Economics (IZA), Bonn
Abstract: 
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.
Subjects: 
hiring practices
gender bias
public sector personnel
JEL: 
M51
D73
J16
J45
J71
Document Type: 
Working Paper

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