降低竞争门槛：通过序列溢出效应的歧视

Abstract We document a new way that discrimination operates: through sequential spillover effects. Employers in an incentivized resume rating experiment evaluate a sequence of hypothetical candidates with randomly assigned characteristics. Candidates are rated worse when following white men than when following women or minorities. Exploring the mechanisms, we find that spillover effects are inversely related to direct bias. When reviewing high-quality resumes or recruiting in STEM (science, technology, engineering, and math) industries, employers directly favor white men and display no spillover effect. For low-quality resumes or non-STEM industries, we find no direct bias but a strong spillover effect. Results suggest that discrimination arises in subtle ways.