职位空缺中的性别偏好与工作场所性别多样性
Gender Preferences in Job Vacancies and Workplace Gender Diversity
Review of Economic Studies · 2024 · [{"name": "David Card", "affiliation": ["University of California, Berkeley"]}, {"name": "Fabrizio Colella", "affiliation": ["Rockwool Foundation", "Università della Svizzera italiana"]}, {"name": "Rafael Lalive", "affiliation": ["University of Music Lausanne", "University of Lausanne"]}]
中文摘要
摘要：2005年春，奥地利平等待遇监察专员发起一项运动，告知雇主和报纸，招聘广告中的性别偏好属于违法行为。当时，该国最大招聘网站上超过40%的职位空缺注明了性别偏好；一年内，这一比例降至5%以下。我们将招聘网站的职位空缺数据与雇主记录合并，以研究该运动如何影响招聘选择，以及职业和工作场所的性别多样性。利用运动前的数据，我们预测性别偏好的使用情况，随后针对预测存在男性或女性偏好的职位空缺（相对于预测无偏好的职位空缺），对招聘结果进行双重差分分析。消除显性性别偏好提高了原本可能面向男性的职位中女性被雇用的比例（反之亦然）。在企业层面，我们发现该运动使得更可能采用男性明示性别偏好（SGP）的企业中女性比例上升，也使更可能采用女性SGP的企业中男性比例出现对称上升，但对企业存续、就业或平均工资均无影响。
Abstract
Abstract In Spring 2005, the Ombud for Equal Treatment in Austria launched a campaign notifying employers and newspapers that gender preferences in job ads were illegal. At the time, over 40% of vacancies on the nation’s largest job board stated a gender preference; within a year the rate fell below 5%. We merge job board vacancies and employer records to study how the campaign affected hiring choices and the gender diversity of occupations and workplaces. Using pre-campaign data, we predict the use of gender preferences, then conduct a difference-in-differences analysis of hiring outcomes for vacancies with predicted male or female preferences, relative to those with no predicted preferences. The elimination of explicit gender preferences boosted the share of women hired for jobs that were likely to be targeted to men (and vice versa). At the firm level, we find that the campaign led to a rise in the share of women at firms that were more likely to use male stated gender preferences (SGP’s), and a symmetric increase in the share of men at firms that were likely to use female SGP’s, with no effects on firm survival, employment, or average wages.