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Field
Last Published
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Before
November 20, 2019 02:55 PM
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After
December 10, 2019 10:10 AM
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Field
Primary Outcomes (End Points)
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Before
Key outcome variables include:
i) Proportion of women and men who select into gender quota and non gender quota firms in the different treatments.
ii) Proportion of women and men that allocate extra effort to gender quota firms or non gender quota firms in the different treatments.
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After
Key outcome variables include:
i) Proportion of women and men who select into gender quota and non gender quota firms in the different treatments.
ii) Proportion of women and men that allocate extra effort to gender quota firms or non gender quota firms in the different treatments.
iii) Proportion of high scoring women that select or provide extra effort relative to other women and whether this differs across treatments
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Field
Primary Outcomes (Explanation)
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Before
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After
We consider a women as high scoring if they score (in the addition task) in the top 25% of the distribution
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Field
Secondary Outcomes (End Points)
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Before
-We will test whether selection into gender quota or non gender quota firms and extra effort depends on candidates’ risk aversion.
-We will examine potential reasons why males and females selection into gender quota or non gender quota firms such as: the likelihood of getting a job, likelihood of being promoted, likelihood that the hiring is fair and meritocractic, likelihood that you are anxious to perform well, likelihood of suffering backlash, likelihood of performance being attributed to factors other than merit and the higher number of female colleagues.
-Whether there is an increase in effort in gender quota and non gender quota firms in the different treatments
-Subjects may select firm 1 or firm 2 depending on their belief about the task 1 score of other candidates. For this reason we also measure belief about: the score of successful candidates in each firm; the score of the average male and female and the subjects own score.
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After
-We will test whether selection into gender quota or non gender quota firms and extra effort depends on candidates’ risk aversion.
-We will examine potential reasons why males and females selection into gender quota or non gender quota firms such as: the likelihood of getting a job, likelihood of being promoted, likelihood that the hiring is fair and meritocractic, likelihood that you are anxious to perform well, likelihood of suffering backlash, likelihood of performance being attributed to factors other than merit and the higher number of female colleagues.
-Whether there is an increase in effort in gender quota and non gender quota firms in the different treatments
-Subjects may select firm 1 or firm 2 depending on their belief about the task 1 score of other candidates. For this reason we also measure belief about: the score of successful candidates in each firm; the score of the average male and female and the subjects own score.
- Proportion of low scoring women (men) that select or provide extra effort relative to other women (men) and whether this differs across treatments
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Field
Secondary Outcomes (Explanation)
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Before
-We will measure candidates’ risk aversion using the Eckel and Grossman (2002) task, which will be incentivized. We will also explore the other potential explanations described above using a post experiment survey.
-Whether there is an increase in effort will be measured by comparing the average 1 minute rate of effort (in the first 5 minutes) to the rate of effort in the one minute of additional effort by gender in the different treatments.
-Subjects guess the score of themselves and others (mentioned above) prior to firm allocation but after making choice 1 and choice 2. Subjects are paid $1 if they are -/+ 1 from the correct score for each question.
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After
-We will measure candidates’ risk aversion using the Eckel and Grossman (2002) task, which will be incentivized. We will also explore the other potential explanations described above using a post experiment survey.
-Whether there is an increase in effort will be measured by comparing the average 1 minute rate of effort (in the first 5 minutes) to the rate of effort in the one minute of additional effort by gender in the different treatments.
-Subjects guess the score of themselves and others (mentioned above) prior to firm allocation but after making choice 1 and choice 2. Subjects are paid $1 if they are -/+ 1 from the correct score for each question.
-We consider a women or man as low scoring if they score (in the addition task) in the bottom 25% of the distribution.
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