Reducing Gender Gaps in Access to Management Positions in Peru

Last registered on July 05, 2023
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Pre-Trial

Trial Information

General Information

Title
Reducing Gender Gaps in Access to Management Positions in Peru
RCT ID
AEARCTR-0010120
Initial registration date
September 24, 2022

Initial registration date is when the trial was registered.

It corresponds to when the registration was submitted to the Registry to be reviewed for publication.

First published
September 27, 2022, 11:54 AM EDT

First published corresponds to when the trial was first made public on the Registry after being reviewed.

Last updated
July 05, 2023, 2:13 PM EDT

Last updated is the most recent time when changes to the trial's registration were published.

Locations

Country
Peru
Region
Country
United States of America
Region

Primary Investigator

Name
Jonathan Davis
Affiliation
University of Oregon
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Other Primary Investigator(s)

PI Name
Renata Lemos
PI Affiliation
World Bank
Contact Investigator
PI Name
Ciro Avitabile
PI Affiliation
World Bank
Contact Investigator
PI Name
Ana María Muñoz
PI Affiliation
World Bank
Contact Investigator

Additional Trial Information

Status
On going
Start date
2022-09-23
End date
2024-12-31
Keywords
Education, Gender, Labor
Additional Keywords
JEL code(s)
I2, J16
Secondary IDs
Prior work
This trial does not extend or rely on any prior RCTs.
Abstract

In this study, we will test whether a communication strategy designed to encourage female candidates who are eligible to apply for management positions can reduce the gender gap in school management. Our setting is Peru’s Concurso de Acceso 2022 (henceforth, contest). This is a centralized system for allocating school management positions. While all eligible candidates will receive the same number of messages, women in the treatment arm will receive more detailed text messages designed to encourage them to apply for the contest. In addition to the standard information, these text messages will provide information designed to encourage them to apply (e.g. emphasizing that they meet the requirements, providing examples of women who were hired in previous contests, or quotes about a women’s children being proud of her after being hired).
External Link(s)

Registration Citation

Citation
Avitabile, Ciro et al. 2023. "Reducing Gender Gaps in Access to Management Positions in Peru." AEA RCT Registry. July 05. https://doi.org/10.1257/rct.10120-1.1
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Experimental Details

Interventions

Intervention(s)
Intervention Start Date
2022-09-24
Intervention End Date
2022-10-05

Primary Outcomes

Primary Outcomes (end points)
Application rates of eligible candidates to the Accesso contest
Primary Outcomes (explanation)
Our main outcome of interest is whether an eligible candidate applies for the contest. The purpose of this study is to reduce the gender gap in application rates.

Secondary Outcomes

Secondary Outcomes (end points)
As secondary outcomes, we will also look at whether our treatment affects the probability of progressing to later stages of the contest, including being hired.
Secondary Outcomes (explanation)

Experimental Design

Experimental Design
We received a list of 107,793 eligible candidates for the contest on September 23, 2022. Of these, 2,922 observations are excluded from our study because they are missing details about their school building which is the unit of randomization.

School buildings are randomly assigned to the treatment or control group using randomization stratified by 253 UGELs. A single observation from each school building was used for the random assignment. All other observations within the building are then given the same assignment as that observation.

All applicants in the same building will be in the same treatment arm. While all eligible candidates will receive the same number of messages, women in the treatment arm will receive more detailed text messages designed to encourage them to apply for the contest. In addition to the standard information, these text messages will provide information designed to encourage them to apply (e.g. emphasizing that they meet the requirements, providing examples of women who were hired in previous contests, or quotes about a women’s children being proud of her after being hired).
Experimental Design Details
Not available
Randomization Method
Randomization done by research team using Stata.
Randomization Unit
School buildings (identified by "codlocal" in MINEDU datasets)
Was the treatment clustered?
Yes

Experiment Characteristics

Sample size: planned number of clusters
24682 school buildings
Sample size: planned number of observations
104,871 eligible candidates
Sample size (or number of clusters) by treatment arms
There are 12,398 school buildings in control and 12,284 school buildings in treatment. There are 52,319 eligible candidates in treatment and 52,552 eligible candidates in control.
Minimum detectable effect size for main outcomes (accounting for sample design and clustering)
24,682 school buildings including 104,871 eligible candidates (66,601 women and 48,270 men) will be randomly assigned to a treatment group or a control group. In the 2018 contest, which had the most similar eligibility criteria as the 2022 contest, eligible men applied to the contest 60 percent of the time and eligible women applied 40 percent of the time. We estimate the intracluster correlation in the 2018 contest by regressing an indicator for applying to the contest on UGEL random effects. These random effects explain 5 percent of the variation. We estimate the impact of covariates by regressing an indicator for applying to the contest on block fixed effects and an indicator for gender. These covariates explain 6% of the variation in decisions to apply. Because our main outcome of interest, the decision to apply to the contest, is binary, we estimate the unconditional residual variation as p_s (1-p_s) where p_s is the gender specific application rate. With these inputs, we estimate that our minimum detectable effect (MDE) for women is a 1.0 percentage point (pp) change in their application rate. The MDE for men is a 1.4 pp change in their application rate. We can detect differences in the female-male treatment effects of at least 1.7 pp.
Supporting Documents and Materials
IRB

Institutional Review Boards (IRBs)

IRB Name
University of Oregon IRB
IRB Approval Date
2022-09-13
IRB Approval Number
STUDY00000644
Analysis Plan

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