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Science faculty’s subtle gender biases favor male students
Despite efforts to recruit and retain more women, a stark gender disparity persists within academic science. Abundant research has demonstrated gender bias in many demographic groups, but has yet to experimentally investigate whether science faculty exhibit a bias against female students that could contribute to the gender disparity in academic science. In a randomized double-blind study (n = 127), science faculty from research-intensive universities rated the application materials of a student—who was randomly assigned either a male or female name—for a laboratory manager position. Faculty participants rated the male applicant as significantly more competent and hireable than the (identical) female applicant. These participants also selected a higher starting salary and offered more career mentoring to the male applicant. The gender of the faculty participants did not affect responses, such that female and male faculty were equally likely to exhibit bias against the female student. Mediation analyses indicated that the female student was less likely to be hired because she was viewed as less competent. We also assessed faculty participants’ preexisting subtle bias against women using a standard instrument and found that preexisting subtle bias against women played a moderating role, such that subtle bias against women was associated with less support for the female student, but was unrelated to reactions to the male student. These results suggest that interventions addressing faculty gender bias might advance the goal of increasing the participation of women in science.
Journal Article
Labor market returns to an early childhood stimulation intervention in Jamaica
A substantial literature shows that U.S. early childhood interventions have important long-term economic benefits. However, there is little evidence on this question for developing countries. We report substantial effects on the earnings of participants in a randomized intervention conducted in 1986–1987 that gave psychosocial stimulation to growth-stunted Jamaican toddlers. The intervention consisted of weekly visits from community health workers over a 2-year period that taught parenting skills and encouraged mothers and children to interact in ways that develop cognitive and socioemotional skills. The authors reinterviewed 105 out of 129 study participants 20 years later and found that the intervention increased earnings by 25%, enough for them to catch up to the earnings of a nonstunted comparison group identified at baseline (65 out of 84 participants).
Journal Article
Skills, education, and the rise of earnings inequality among the \other 99 percent\
The singular focus of public debate on the \"top 1 percent\" of households overlooks the component of earnings inequality that is arguably most consequential for the \"other 99 percent\" of citizens: the dramatic growth in the wage premium associated with higher education and cognitive ability. This Review documents the central role of both the supply and demand for skills in shaping inequality, discusses why skill demands have persistently risen in industrialized countries, and considers the economic value of inequality alongside its potential social costs. I conclude by highlighting the constructive role for public policy in fostering skills formation and preserving economic mobility.
Journal Article
Big is beautiful : debunking the myth of small business
\"In public discourse in the United States, small businesses are lauded as drivers of the economy and keys to economic growth, while 'big business' is often vilified. Even in the face of evidence that larger firms are proven to be more likely to stimulate economic growth, American public policy favors small businesses through measures such as lowering taxes or regulatory requirements for firms under a certain number of employees ... Rather than simply taking the opposite view that 'bigger is better,' the authors argue that a modern capitalist society has room for businesses of all sizes and that we should not be privileging one type of business over another due to size alone\"-- Provided by publisher.
Book
Variation In Hospital Salary Expenditures And Utilization Changes After Private Equity Acquisition, 2005-19
Private equity (PE) acquisitions of health care providers are often framed as a monolithic intervention, but firms' strategies for generating returns for investors may vary. In a difference-in-differences analysis using data from the 2005-19 Medicare hospital cost reports, we compared 242 US hospitals acquired by PE firms with 870 matched control hospitals not acquired by such firms. By firm, we examined changes in salary expenditures (reflecting staffing costs of delivering care) and cumulative charges (reflecting service utilization) associated with acquisition. On average, hospitals acquired by PE firms reduced salary expenditures, whereas control hospitals increased salary expenditures. At the firm level, salary expenditures declined between 12.9 percent and 27.3 percent of preacquisition levels. These reductions occurred across most clinical departments, although the specific departments and sizes of salary cuts varied across firms. Consistent with reduced staffing and capacity, most hospitals demonstrated a simultaneous decline in cumulative charges after acquisition-despite often raising their chargemaster rates (charges per service)-implying a reduced volume of services delivered. Some hospitals exhibited an alternative strategy of increasing cumulative charges without cutting salary expenditures. PE firms varied in management strategies, with most demonstrating cost cutting through salary expenditures.
Journal Article
Cancer Screening after the Adoption of Paid-Sick-Leave Mandates
In this analysis of 2012–2019 administrative claims for private-sector employees, mandates that require employers to provide paid sick leave for preventive care were associated with increased cancer-screening rates.
Journal Article
Monitoring hiring discrimination through online recruitment platforms
Women (compared to men) and individuals from minority ethnic groups (compared to the majority group) face unfavourable labour market outcomes in many economies
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,
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, but the extent to which discrimination is responsible for these effects, and the channels through which they occur, remain unclear
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. Although correspondence tests
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—in which researchers send fictitious CVs that are identical except for the randomized minority trait to be tested (for example, names that are deemed to sound ‘Black’ versus those deemed to sound ‘white’)—are an increasingly popular method to quantify discrimination in hiring practices
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,
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, they can usually consider only a few applicant characteristics in select occupations at a particular point in time. To overcome these limitations, here we develop an approach to investigate hiring discrimination that combines tracking of the search behaviour of recruiters on employment websites and supervised machine learning to control for all relevant jobseeker characteristics that are visible to recruiters. We apply this methodology to the online recruitment platform of the Swiss public employment service and find that rates of contact by recruiters are 4–19% lower for individuals from immigrant and minority ethnic groups, depending on their country of origin, than for citizens from the majority group. Women experience a penalty of 7% in professions that are dominated by men, and the opposite pattern emerges for men in professions that are dominated by women. We find no evidence that recruiters spend less time evaluating the profiles of individuals from minority ethnic groups. Our methodology provides a widely applicable, non-intrusive and cost-efficient tool that researchers and policy-makers can use to continuously monitor hiring discrimination, to identify some of the drivers of discrimination and to inform approaches to counter it.
An analysis of the search behaviour of recruiters on a Swiss online recruitment platform shows that jobseekers from minority ethnic groups are less likely to be contacted by recruiters, and also provides evidence of gender-based discrimination.
Journal Article