x

NEW UPDATE: Completed trials may now upload and register supplementary documents (e.g. null results reports, populated pre-analysis plans, or post-trial results reports) in the Post Trial section under Reports, Papers, & Other Materials.
Can competition undermine taste-based ethnic discrimination during the hiring process?
Last registered on August 16, 2020

Pre-Trial

Trial Information
General Information
Title
Can competition undermine taste-based ethnic discrimination during the hiring process?
RCT ID
AEARCTR-0006281
Initial registration date
August 13, 2020
Last updated
August 16, 2020 8:31 PM EDT
Location(s)

This section is unavailable to the public. Use the button below to request access to this information.

Request Information
Primary Investigator
Affiliation
Queensland University of Technology
Other Primary Investigator(s)
PI Affiliation
Queensland University of Technology
PI Affiliation
Queensland University of Technology
Additional Trial Information
Status
In development
Start date
2020-11-01
End date
2022-11-23
Secondary IDs
Abstract
To examine if the competition in the labour market can reduce taste-based ethnic discrimination during the hiring process, we will use a lab experiment to stimulate the hiring process. Participants will be asked to finish several real effort tasks in the experiment, to capture the differences in actual ability(aka productivity) and the willingness to compete between the ethnic majority group and the minority group. The hiring process includes three treatments. In the baseline treatment, all the subjects are asked to choose a partner from the rest without any restriction. In the second treatment, all the subjects will face an actual employer competition for the “popular candidates”, who have been selected by more than one subject. The third treatment, some subjects will be given additional information about the choice of other “employers”, to find the differences between discriminatory behaviour and strategic reactions. To minimise statistical discrimination, language skill and the actual ability will be implicitly informed during the hiring process.
External Link(s)
Registration Citation
Citation
Hu, Hairong, Dipanwita Sarkar and Jayanta Sarkar. 2020. "Can competition undermine taste-based ethnic discrimination during the hiring process?." AEA RCT Registry. August 16. https://doi.org/10.1257/rct.6281-1.2000000000000002.
Experimental Details
Interventions
Intervention(s)
1) Baseline: no employer competition
2) Treatment - employer competition: All the subjects will face an actual employer competition for those who have been selected by more than one subject. The following task is randomly assigned to be competitive or non-competitive (stimulating the competition in the long-term performance)
3) Treatment - Strategic interactions: Some subjects can receive additional information about the choice of other employers, during the hiring process. This is to distinguish the taste-based discrimination from the strategic interaction.
Intervention Start Date
2020-12-01
Intervention End Date
2021-08-31
Primary Outcomes
Primary Outcomes (end points)
For each individual employee, i, whether i is being selcted by at least one employer from the majority group.
Primary Outcomes (explanation)
ethnical-sounding names (determined by reported birthplace), previous relative performance of i, size of the sessions, competitive hiring market (=1), competitive performance (=1), updating (=1)
Secondary Outcomes
Secondary Outcomes (end points)
For each individual employer, I, whether they choose select a candidate of same ethnic group as 1st preference
Secondary Outcomes (explanation)
ethnical-sounding names (determined by reported birthplace), previous relative performance of 1st preference, size of the sessions, competitive hiring market (=1), competitive performance (=1), updating (=1)
Experimental Design
Experimental Design
The experiment includes two parts. The first part is to ask the subjects to finish several real effort tasks, to capture their differences in ability (aka productivity) and in the willingness to compete. The second part is to stimulate the recruitment process in the hiring market, with three different treatment. Treatment 1 is the baseline that all the subjects are allowed to select a partner freely to finish another real effort task. Treatment 2 is to introduce the employer competition in the selection process that all the subjects will face an actual employer competition for the popular candidates, who have been selected as 1st preference by more than one subject. Treatment 3 is to update the information about the choice of other "employers" to some subjects, and see how they respond in changing their hiring decision. The first two treatments are to test the competition effect on taste-based discrimination. And the last two treatments are to distinguish the non-profitable taste-based discrimination from profitable strategic interactions. The statistical discrimination is minimised by explicitly informing the actual productivity and language level during the hiring process. The in-group variable is determined by the reported birthplace. To avoid bias in self-creating identity, some subjects are randomly chosen as anonymous during the hiring process.
Experimental Design Details
Not available
Randomization Method
Randomised by a computer and a computer software
Randomization Unit
Individual
Was the treatment clustered?
No
Experiment Characteristics
Sample size: planned number of clusters
120-200 subjects
Sample size: planned number of observations
120-200 observations
Sample size (or number of clusters) by treatment arms
at least 20 sessions (5-8 subjects per session)
Minimum detectable effect size for main outcomes (accounting for sample design and clustering)
IRB
INSTITUTIONAL REVIEW BOARDS (IRBs)
IRB Name
IRB Approval Date
IRB Approval Number