被排斥？关于求职网络形成中歧视的实地实验
LinkedOut? A Field Experiment on Discrimination in Job Network Formation
Quarterly Journal of Economics · 2024 · [{"name": "Yulia Evsyukova", "affiliation": ["Centre for European Economic Research", "University of Mannheim"]}, {"name": "Felix Rusche", "affiliation": ["University of Mannheim"]}, {"name": "Wladislaw Mill", "affiliation": ["University of Mannheim"]}]
中文摘要
摘要 我们通过一项包含400多个虚构LinkedIn个人资料的两阶段实地实验，评估歧视对美国各地黑人个体求职网络的影响。在第一阶段，我们仅通过AI生成图像改变种族，发现黑人个人资料的连接请求被接受的可能性低13%。基于用户的简历，我们发现各社会群体中普遍存在广泛歧视。在第二阶段，我们外生地赋予黑人和白人个人资料相同的网络，并向已连接用户请求职业建议。我们未发现信息提供方面存在直接歧视的证据。然而，在考虑网络构成和规模的差异后，黑人个人资料收到的回复要少得多。我们的研究结果表明，把关是黑人与白人差距的关键驱动因素。
Abstract
Abstract We assess the impact of discrimination on Black individuals’ job networks across the United States using a two-stage field experiment with 400+ fictitious LinkedIn profiles. In the first stage, we vary race via AI-generated images only and find that Black profiles’ connection requests are 13% less likely to be accepted. Based on users’ CVs, we find widespread discrimination across social groups. In the second stage, we exogenously endow Black and white profiles with the same networks and ask connected users for career advice. We find no evidence of direct discrimination in information provision. However, when taking into account differences in the composition and size of networks, Black profiles receive substantially fewer replies. Our findings suggest that gatekeeping is a key driver of Black–white disparities.