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Gender Equality Objectives and their Impact on Gender Discrimination in the Hiring Process
Last registered on December 02, 2019

Pre-Trial

Trial Information
General Information
Title
Gender Equality Objectives and their Impact on Gender Discrimination in the Hiring Process
RCT ID
AEARCTR-0004986
Initial registration date
December 02, 2019
Last updated
December 02, 2019 3:05 PM EST
Location(s)

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Primary Investigator
Affiliation
Centre National de la Recherche Scientifique
Other Primary Investigator(s)
PI Affiliation
University of Warwick & Institut des Politiques Publiques
PI Affiliation
Sciences Po (OSC) & Laboratoire interdisciplinaire d'évaluation des politiques publiques (LIEPP) de Sciences Po
PI Affiliation
Université Paris 1 Panthéon Sorbonne (Centre d’Economie de la Sorbonne) & Laboratoire interdisciplinaire d'évaluation des politiques publiques (LIEPP) de Sciences Po
PI Affiliation
Université Paris 1 Panthéon Sorbonne (CES), Paris School of Economics (PSE), Institut des Politiques Publiques
PI Affiliation
PJSE (Paris Jourdan Sciences Economiques), Institut des Politiques Publiques
Additional Trial Information
Status
In development
Start date
2019-11-24
End date
2020-12-31
Secondary IDs
Abstract
Previous correspondence studies conducted in France and internationally conclude that there is on average no or little gender discrimination in the hiring process. These findings might however simply reflect the coexistence of positive and negative discrimination instead of revealing no discrimination. Discrimination in hiring may indeed be stronger or weaker against certain groups of women (e.g. age of having children) and in well-identified situations (e.g. for positions of responsibility). We thereby aim to answer to what extent gender diversity objectives effectively lead to taking into account the candidate's gender in recruitment decisions, but also under what conditions and for which types of occupations and application profiles this applies in particular. In that regard we disentangle two factors of heterogeneity which are likely to affect the interdependence between the objectives of diversity and non-discrimination: 1. firm characteristics (i.e. economic situation, level of diversity,etc), 2. candidate's characteristics (age, origin, etc), which we experimentally vary in fictitious applications.
External Link(s)
Registration Citation
Citation
BREDA, THOMAS et al. 2019. "Gender Equality Objectives and their Impact on Gender Discrimination in the Hiring Process ." AEA RCT Registry. December 02. https://doi.org/10.1257/rct.4986-1.0.
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Experimental Details
Interventions
Intervention(s)
We are conducting a large-scale correspondence study in order to produce new evidence on hiring discrimination in France. This correspondence study is designed in a way to be merged with firm-level data in the aim of measuring the effect of the firm context on employment opportunity hoarding mechanisms.
Intervention Start Date
2019-11-24
Intervention End Date
2020-12-31
Primary Outcomes
Primary Outcomes (end points)
1. Whether application received a callback, i.e. dummy variable equal to one if the application received a callback and zero otherwise.
2. Whether application received an invitation for a job interview, i.e. dummy variable equal to one if the application received an invitation and zero otherwise
Primary Outcomes (explanation)
A callback is defined as a positive personalised phone, or e-mail contact by a potential employer. This is usually a request for an interview, but employers also contact applicants asking for additional documents/information or for a call-back by the applicant.

An invitation is defined as a personalised phone or e-mail contact in which the potential employer expresses interest in conducting an interview.
Secondary Outcomes
Secondary Outcomes (end points)
Secondary Outcomes (explanation)
Experimental Design
Experimental Design
The experiment is based on a correspondence study design involving a matched-pair (quartet) design.
The results of the testing will be systematically matched at the firm level with administrative data.
Experimental Design Details
Not available
Randomization Method
Randomisation done in office by a computer.
Randomization Unit
Randomisation is taking place to create the 4 CV's with which we apply to each job offer and the assignment of the quartets to each job offer.
For each of the 12 occupations and 2 age groups an application will be randomly characterised by an identity (gender, first name, surname, social class), a profile (experiences, training...), a signal block and a signal.

The randomisation units are hence:
- Matching identities to profiles: a random selection of the 24 possible quartets is drawn in terms of profile*identity.
- Signal assignment: for each quartet, the first offer to which we respond does not include any signal, while the second one includes a signal from block 1 and the third one a signal from block 2.
- Assignment of first names: for each CV, the exact first name that will appear on the CV is randomly drawn with a probability of 0.5 (higher/lower social class).
Was the treatment clustered?
No
Experiment Characteristics
Sample size: planned number of clusters
12 (occupations) * 2 (age groups) * 4 (identities) = 96 different CVs.
Sample size: planned number of observations
2400 (job offers) * 4 (identities) = 9,600 sent applications.
Sample size (or number of clusters) by treatment arms
100 observations per occupation and age group.
Minimum detectable effect size for main outcomes (accounting for sample design and clustering)
Our power calculations are based on a power of 80% and a level of significance of 5%. We assume that the average success rate is 15%. In this context, with a sample size of 100 job offers, the minimum detectable effect (MDE) is a difference of 14 percentage points in call-back rates.
IRB
INSTITUTIONAL REVIEW BOARDS (IRBs)
IRB Name
IRB de PSE
IRB Approval Date
2019-10-22
IRB Approval Number
2019 018