| 来源类型 | Working Paper |
| 规范类型 | 报告 |
| DOI | 10.3386/w25365 |
| 来源ID | Working Paper 25365 |
| Gender-Targeted Job Ads in the Recruitment Process: Evidence from China | |
| Peter Kuhn; Kailing Shen; Shuo Zhang | |
| 发表日期 | 2018-12-17 |
| 出版年 | 2018 |
| 语种 | 英语 |
| 摘要 | We document how explicit employer requests for applicants of a particular gender enter the recruitment process on a Chinese job board. Overall, we find that 19 out of 20 callbacks to jobs requesting a particular gender are of the requested gender. Mostly, this is because application pools to those jobs are highly segregated, but men and women who apply to jobs requesting the ‘other’ gender also experience lower callback rates than other applicants. Regressions that control for job title-by-firm fixed effects suggest that explicit requests for men in a job ad reduce the female share of applicants by 15 percentage points, while explicit requests for women raise it by 25 percentage points. Regressions that control for worker and job title fixed effects suggest that applying to a gender-mismatched job reduces men’s callback probability by 24 percent and women’s by 43 percent. Together, these findings suggest that explicit gender requests direct where workers send their applications and predict how an application will be treated by the employer, if it is made. |
| 主题 | Labor Economics ; Demography and Aging ; Unemployment and Immigration ; Labor Discrimination |
| URL | https://www.nber.org/papers/w25365 |
| 来源智库 | National Bureau of Economic Research (United States) |
| 引用统计 | |
| 资源类型 | 智库出版物 |
| 条目标识符 | http://119.78.100.153/handle/2XGU8XDN/583039 |
| 推荐引用方式 GB/T 7714 | Peter Kuhn,Kailing Shen,Shuo Zhang. Gender-Targeted Job Ads in the Recruitment Process: Evidence from China. 2018. |
| 条目包含的文件 | ||||||
| 文件名称/大小 | 资源类型 | 版本类型 | 开放类型 | 使用许可 | ||
| w25365.pdf（2248KB） | 智库出版物 | 限制开放 | CC BY-NC-SA | 浏览 | ||
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