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Field
Last Published
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Before
November 30, 2021 02:26 PM
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After
December 27, 2021 09:48 AM
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Field
Primary Outcomes (Explanation)
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Before
"Discrimination": I measure the frequencies with which workers of different subgroups are 'hired' and to what extent hiring is consistent with the seen signals in each treatment.
"Information acquisition": I measure how many signals employers gather in each treatment and whether or not specific signal requests depend on the interaction of the treatment group and the previous signal(s).
"Information processing": I measure to what extent hiring decisions are consistent with previously seen information signals between treatments.
I analyze whether results differ when looking at decisions between blacks and whites vs. between whites and hispanics vs. between asians vs. hispanics. This means, I look at whether discrimination within minority groups (asians vs. hispanics) is different than discrimination between a majority and a minority group (whites vs. blacks; whites vs. hispanics).
(I check and account for learning and fatigue effects by dropping observations in which decision times significantly deviate from the median.)
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After
"Discrimination": I measure the frequencies with which workers of different subgroups are 'hired' and to what extent hiring is consistent with the seen signals in each treatment.
"Information acquisition": I measure how many signals employers gather in each treatment and whether or not specific signal requests depend on the interaction of the treatment group and the previous signal(s).
"Information processing": I measure to what extent hiring decisions are consistent with previously seen information signals between treatments.
I analyze whether results differ when looking at decisions between blacks and whites vs. between whites and hispanics vs. between asians vs. hispanics. This means, I look at whether discrimination within minority groups (asians vs. hispanics) is different than discrimination between a majority and a minority group (whites vs. blacks; whites vs. hispanics).
(I check and account for learning and fatigue effects by dropping observations in which decision times significantly deviate from the median.)
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Field
Experimental Design (Public)
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Before
I set up a hiring situation in which 'employers' are repeatedly asked to select one of two potential 'workers'.
In a 4X2 design, employers are randomly allocated into one of four information groups and within each information group into either the groups "neutral" and "real". In group 'neutral' any information about whether or not the workers belong to a minority group is hidden, while in the 'real' group, the ethnicity of each worker is displayed.
The information groups:
"Oneplusinfo": In each hiring decision, employers first receive a randomly drawn piece of information about the two workers. They may then choose to gather additional information signals before hiring one of the two workers.
"Oneinfoonly": In each hiring decision, employers first receive a randomly drawn piece of information about the two workers. They do not have the opportunity to gather additional information signals before hiring one of the two workers.
"Allinfo": In each hiring decision, employers receive several pieces of information about the two workers. They do not have the opportunity to gather additional information signals before hiring one of the two workers.
"Noinfo": In each hiring decision, employers do not receive any pieces of information about the two workers.
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After
I set up a hiring situation in which 'employers' are repeatedly asked to select one of two potential 'workers'.
In a 5X2 design, employers are randomly allocated into one of four information groups and within each information group into either the treatment groups "neutral" and "real". In group 'neutral' any information about whether or not the workers belong to a minority group is hidden, while in the 'real' group, the ethnicity of each worker is displayed.
The information groups:
"Oneplusinfo": In each hiring decision, employers first receive a randomly drawn piece of information about the two workers. They may then choose to gather additional information signals before hiring one of the two workers.
"Oneinfoonly": In each hiring decision, employers first receive a randomly drawn piece of information about the two workers. They do not have the opportunity to gather additional information signals before hiring one of the two workers.
"Allinfo": In each hiring decision, employers receive several pieces of information about the two workers. They do not have the opportunity to gather additional information signals before hiring one of the two workers.
"Noinfo": In each hiring decision, employers do not receive any pieces of information about the two workers.
"Signals": In each hiring decision, employers receive the name of the better of the two workers. However, this information comes from either a True News or a Fake News source. The True News source always tells the truth, whereas the Fake News source never tells the truth. For each decisions, employers can request up to 9 additional signals, each from either the True News or the Fake News source. Employers do not know from which source a message is delivered.
Analyses are mainly within information groups, and between treatment groups.
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Field
Randomization Method
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Before
Randomization into one of the 8 (4 X 2) groups is done by a computer
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After
Randomization into one of the 10 (5 X 2) groups is done by a computer
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Field
Planned Number of Clusters
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Before
~2000 individuals
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After
~2500 individuals
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Field
Planned Number of Observations
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Before
~ 40,000 hiring decisions
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After
~ 50,000 hiring decisions
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Field
Sample size (or number of clusters) by treatment arms
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Before
~ 400 individuals in "Allinfo" and "Oneinfo" groups, ~ 600 individuals in "Oneplusinfo" and "Noinfo" groups
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After
~ 400 individuals in "Allinfo" and "Oneinfo" groups, ~ 600 individuals in "Oneplusinfo" and "Noinfo" groups, ~ 500 in "Signals" group
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