Preference for Homogeneity? Occupational Segregation and Gender Stereotypes (Field Part)
Last registered on June 16, 2021

Pre-Trial

Trial Information
General Information
Title
Preference for Homogeneity? Occupational Segregation and Gender Stereotypes (Field Part)
RCT ID
AEARCTR-0007456
Initial registration date
May 28, 2021
Last updated
June 16, 2021 3:01 AM EDT
Location(s)

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Primary Investigator
Affiliation
WZB Berlin Social Science Center
Other Primary Investigator(s)
PI Affiliation
WZB Berlin
PI Affiliation
University of Konstanz
Additional Trial Information
Status
In development
Start date
2021-05-31
End date
2023-08-31
Secondary IDs
Abstract
Many occupations are highly segregated with respect to gender. In predominantly male or female professions, there is often discrimination against the underrepresented gender. This perpetuates gender imbalances. The discrimination could be due to perceived job-specific
productivity differences between men and women. Alternatively, it could result from the belief that teams whose members have the same gender perform better. We investigate the two possible explanations in a novel experiment that varies the initial gender
composition of the teams. We employ three tasks that differ with respect to gender stereotypes.
External Link(s)
Registration Citation
Citation
Fischbacher, Urs, Dorothea Kübler and Robert Stüber. 2021. "Preference for Homogeneity? Occupational Segregation and Gender Stereotypes (Field Part)." AEA RCT Registry. June 16. https://doi.org/10.1257/rct.7456-1.1.
Experimental Details
Interventions
Intervention(s)
- We vary the initial gender composition of the four-person group (all female or all male) and whether a woman or man is added to the group
- We also vary the task the groups perform (building shelves, memory, network).
Intervention Start Date
2021-05-31
Intervention End Date
2021-08-31
Primary Outcomes
Primary Outcomes (end points)
- Choices (binary productivity estimates) between a gender-homogeneous team that remains homogenous and a team that becomes heterogeneous (six choices, one for each combination of task (building shelves, memory, or network) and initial gender composition (all-female or all-male)).
Primary Outcomes (explanation)
Secondary Outcomes
Secondary Outcomes (end points)
- Beliefs about the choices of (eleven) other participants between a gender-homogeneous team that remains homogenous and a team that becomes heterogeneous (six choices, one for each combination of task and initial gender composition).
- Binarized version of this belief measure (six choices, one for each combination of task and initial gender composition).
- Choices (binary productivity beliefs) between an all-female team and an all-male team (three choices, one for each task).
Secondary Outcomes (explanation)
Experimental Design
Experimental Design
Gender-homogeneous groups consisting of four women or four men perform one of three different tasks. We then replace one worker with a new subject (either female or male), and study how this affects performance expectations and beliefs about the performance expectations of others.
Experimental Design Details
Not available
Randomization Method
The randomization is done by a computer.
Randomization Unit
The randomization unit is the individual.
Was the treatment clustered?
No
Experiment Characteristics
Sample size: planned number of clusters
400 participants.
Sample size: planned number of observations
400 participants.
Sample size (or number of clusters) by treatment arms
400 participants (the treatment variation is within-subjects).
Minimum detectable effect size for main outcomes (accounting for sample design and clustering)
See pre-analysis plan.
Supporting Documents and Materials

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IRB
INSTITUTIONAL REVIEW BOARDS (IRBs)
IRB Name
WZB Research Ethics Committee
IRB Approval Date
2021-05-27
IRB Approval Number
2021/02/114
Analysis Plan

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