The Role of Beliefs in Driving Gender Discrimination
While there is ample evidence of discrimination against women in the workplace, it can be difficult to understand what factors contribute to discriminatory behavior. We use an experiment to both document discrimination and unpack its sources. First, we show that, on average, employers prefer to hire male over female workers for a male-typed task even when the two workers have identical resumes. Second, and most critically, we use a novel control condition to identify that this discrimination is not specific to gender. Employers are simply less willing to hire a worker from a group that performs worse on average, even when this group is instead defined by a non-stereotypical characteristic. In this way, beliefs about average group differences are the key driver of discrimination against women in our setting. We also document some evidence for in-group preferences that contribute to the gender discrimination observed. Finally, our design allows us to understand and quantify the extent to which image concerns mitigate discriminatory behavior.
Keywords: Gender; Demographics; Attitudes; Prejudice and Bias;
Citation:
Coffman, Katherine B., Christine L. Exley, and Muriel Niederle. "The Role of Beliefs in Driving Gender Discrimination." Harvard Business School Working Paper, No. 18-054, December 2017. (Revised December 2019.) View Details
