By Steve Sailer
11/10/2023
From Organizational Behavior and Human Decision Processes, Volume 179, November 2023:
Michael Schaerer, Christilene du Plessis, My Hoang Bao Nguyen, Robbie C.M. van Aert, Leo Tiokhin, Daniël Lakens, Elena Giulia Clemente, Thomas Pfeiffer, Anna Dreber, Magnus Johannesson, Cory J. Clark, Gender Audits Forecasting Collaboration, Eric Luis Uhlmann
Highlights
•A meta-analysis of field audits examined gender gaps in application outcomes.•Discrimination against women for male-typed and balanced jobs decreased across time.
•Forecasters expected this decline, but overestimated the degree of remaining bias.
•Discrimination against men for female-typed jobs remained stable across time.
•Forecasters failed to anticipate the stability of discrimination against men.
Abstract
A preregistered meta-analysis, including 244 effect sizes from 85 field audits and 361,645 individual job applications, tested for gender bias in hiring practices in female-stereotypical and gender-balanced as well as male-stereotypical jobs from 1976 to 2020. A “red team” of independent experts was recruited to increase the rigor and robustness of our meta-analytic approach. A forecasting survey further examined whether laypeople (n = 499 nationally representative adults) and scientists (n = 312) could predict the results. Forecasters correctly anticipated reductions in discrimination against female candidates over time. However, both scientists and laypeople overestimated the continuation of bias against female candidates. Instead, selection bias in favor of male over female candidates was eliminated and, if anything, slightly reversed in sign starting in 2009 for mixed-gender and male-stereotypical jobs in our sample. Forecasters further failed to anticipate that discrimination against male candidates for stereotypically female jobs would remain stable across the decades.
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