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Field
Trial Title
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Before
Sticky Stereotypes: Supervisor Identity
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After
Sticky Stereotypes: Manager Identity
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Field
Abstract
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Before
Research shows that U.S. employers still exhibit racial biases against Black job seekers, and Black employees in predominantly white workplaces often experience higher turnover rates and fewer promotions than their counterparts. However, limited research has examined whether and how the racial identity of business leaders may disrupt discriminatory practices and behavior. Evidence suggests that diverse leadership among high-ranking individuals in a company can lead to increased managerial and staff diversity. Our proposed study examines how Black leadership in the talent management process impacts the screening of diverse job candidates. To investigate this, we will post an authentic job opening for research assistants and recruit freelance hiring professionals to assist us in the initial round of application reviews. Prior to review, the hiring professionals will be randomly assigned to Black or White supervisor. Our experiment will investigate whether the racial identity of the supervisor influences how hiring professionals evaluate diverse talent and make hiring recommendations.
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After
Research shows that U.S. employers still exhibit racial biases against Black job seekers, and Black employees in predominantly white workplaces often experience higher turnover rates and fewer promotions than their counterparts. However, limited research has examined whether and how the racial identity of business leaders may disrupt discriminatory practices and behavior. Evidence suggests that diverse leadership among high-ranking individuals in a company can lead to increased managerial and staff diversity. Our proposed study examines how Black leadership in the talent management process impacts the screening of diverse job candidates.
To investigate this, in a field experiment, we will post an authentic job opening and recruit freelance hiring professionals to assist us in the initial round of application reviews. Prior to review, the hiring professionals will be randomly assigned to a Black or White hiring manager. Our experiment will investigate whether the racial identity of the hiring manager influences how hiring professionals evaluate diverse talent and make hiring recommendations.
In a series of pilots on Prolific before launching the full experiment, we will investigate how the race and gender identity of hiring managers affect evaluations of diverse talent and hiring recommendations for a fictitious job. We will recruit individuals on Prolific with hiring and entrepreneurial experience to participate in these pilots.
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Field
Last Published
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Before
April 30, 2025 09:10 AM
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After
December 11, 2025 10:26 AM
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Field
Intervention (Public)
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Before
To investigate this, we will post an authentic job opening for research assistants and recruit freelance hiring professionals to assist us in the initial round of application reviews. Prior to review, the hiring professionals will be randomly assigned to a supervisor.
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After
In a field experiment, we will post an authentic job opening and recruit freelance hiring professionals to assist us in the initial round of application reviews. Prior to review, the hiring professionals will be randomly assigned to a hiring manager.
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Field
Intervention End Date
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Before
December 31, 2025
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After
June 30, 2026
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Field
Primary Outcomes (End Points)
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Before
hiring recommendations by race, perceived fit of candidates by race
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After
interview and hiring recommendations by applicant race; evaluations of candidates by race
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Field
Primary Outcomes (Explanation)
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Before
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After
quantitative scores and relative ranks
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Field
Experimental Design (Public)
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Before
Prior to review, the hiring professionals will be randomly assigned to a supervisor. They will see their name, a picture, and a short bio of the supervisor.
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After
Prior to review, the hiring professionals will be randomly assigned to a hiring manager. They will see their name, a picture (in some arms), and a short bio.
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Field
Sample size (or number of clusters) by treatment arms
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Before
750 screeners assigned to each supervisor arm
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After
750 screeners assigned to each manager arm
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Field
Power calculation: Minimum Detectable Effect Size for Main Outcomes
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Before
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After
TBD
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Field
Keyword(s)
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Before
Behavior, Firms And Productivity, Labor
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After
Behavior, Firms And Productivity, Gender, Labor
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Field
Intervention (Hidden)
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Before
Prior to review, the hiring professionals will be randomly assigned to either a Black or White supervisor. Our experiment will investigate whether the racial identity of the supervisor influences how hiring professionals evaluate diverse talent and make hiring recommendations.
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After
Prior to application review, the hiring professionals will be randomly assigned to either a Black or White hiring manager. Our experiment will investigate whether the racial identity of the hiring manger influences how hiring professionals evaluate diverse talent and make hiring recommendations.
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Field
Secondary Outcomes (End Points)
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Before
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After
characteristics prioritized by the hiring manager
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