Neumark David, Burn Ian, Button Patrick, Chehras Nanneh
University of California, Irvine, NBER, IZA, and CESifo.
Swedish Institute for Social Research, Stockholm University.
J Law Econ. 2019 May;62(2):373-402. doi: 10.1086/704008.
We conduct a resume field experiment in all U.S. states to study how state laws protecting older workers from age discrimination affect age discrimination in hiring for retail sales jobs. We relate the difference in callback rates between old and young applicants to state variation in age and disability discrimination laws. These laws could boost hiring of older applicants, although they could have the unintended consequence of deterring hiring if they increase termination costs. In our preferred estimates that are weighted to be representative of the workforce, we find evidence that there is less discrimination against older men and women in states where age discrimination law allows larger damages, and more limited evidence that there is lower discrimination against older women in states where disability discrimination law allows larger damages. Our clearest result is that these laws do not have the unintended consequence of lowering callbacks for older workers.
我们在美国所有州进行了一项简历实地实验，以研究保护老年工人免受年龄歧视的州法律如何影响零售销售工作招聘中的年龄歧视。我们将老年和年轻求职者回调率的差异与年龄和残疾歧视法律的州差异联系起来。这些法律可能会促进老年求职者的招聘，尽管如果它们增加解雇成本，可能会产生阻碍招聘的意外后果。在我们加权以代表劳动力的首选估计中，我们发现有证据表明，在年龄歧视法允许更高损害赔偿的州，对老年男性和女性的歧视较少；有更有限的证据表明，在残疾歧视法允许更高损害赔偿的州，对老年女性的歧视较低。我们最明确的结果是，这些法律不会产生降低对老年工人回调率的意外后果。
