Please use this identifier to cite or link to this item: https://hdl.handle.net/10419/308419 
Authors: 
Year of Publication: 
2024
Series/Report no.: 
CESifo Working Paper No. 11523
Publisher: 
CESifo GmbH, Munich
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 analyse 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 reduce 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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