Keywords

diversity, race, gender, labor, experiment, field experiment

Abstract

We conduct a large-scale natural field experiment with a Fortune 500 company to test several approaches to attract minorities to high-profile positions. 5,000 prospective applicants were randomized into treatments varying a portion of recruiting materials. We find that self-selection at two early-career stages exhibits a substantial race gap. Importantly, we show that this gap can be strongly influenced by several treatments, with some increasing application rates by minorities by 40 percent and others being particularly effective for minority women. The heterogeneities we find by gender, race, and career stage shed light on the underlying drivers of self-selection barriers among minorities.

Original Publication Citation

“Signals from on high and the power of growth mindset: A field experiment in workplace diversity” (with Jeffrey Flory, Andreas Leibbrandt, and Christina Rott).

Document Type

Working Paper

Publication Date

2022

Permanent URL

http://hdl.lib.byu.edu/1877/8537

Publisher

IZA – Institute of Labor Economics

Language

English

College

Family, Home, and Social Sciences

Department

Economics

University Standing at Time of Publication

Assistant Professor

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