Centre for the Experimental-Philosophical Study of Discrimination (CEPDISC), Department of Political Science, Aarhus University, Aarhus, Denmark.
Department of Political Science, Yale University, New Haven, CT, USA.
Sci Adv. 2023 May 5;9(18):eade7979. doi: 10.1126/sciadv.ade7979.
Since 1983, more than 70 employment audit experiments, carried out in more than 26 countries across five continents, have randomized the gender of fictitious applicants to measure the extent of hiring discrimination on the basis of gender. The results are mixed: Some studies find discrimination against men, and others find discrimination against women. We reconcile these heterogeneous findings through a "meta-reanalysis" of the average effects of being described as a woman (versus a man), conditional on occupation. We find a strongly positive gender gradient. In (relatively better paying) occupations dominated by men, the effect of being a woman is negative, while in the (relatively lower paying) occupations dominated by women, the effect is positive. In this way, heterogeneous employment discrimination on the basis of gender preserves status quo gender distributions and earnings gaps. These patterns hold among both minority and majority status applicants.
自 1983 年以来，在五大洲的 26 个以上国家进行了 70 多次就业审计实验，这些实验通过随机分配虚构申请人的性别来衡量基于性别的雇佣歧视程度。结果喜忧参半：一些研究发现存在对男性的歧视，而另一些研究则发现对女性的歧视。我们通过对描述为女性（相对于男性）的平均效应进行“元分析”，根据职业条件，调和了这些异构的发现。我们发现存在强烈的性别梯度。在（相对薪酬较高）以男性为主导的职业中，女性的效应是负面的，而在（相对薪酬较低）以女性为主导的职业中，效应是正面的。这样，基于性别的异质雇佣歧视就保持了现状性别分布和收入差距。这些模式在少数族裔和多数族裔申请人中都存在。
