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Essays in Experimental Economics: Labor Market Discrimination
 Jibuti, Daviti ; Filer, Randall (advisor) ; Hamermesh, Daniel S. (referee) ; Deb, Partha (referee)
i Abstract The three chapters in this dissertation use field experiments to examine discrimination in various settings. Chapters I and II use a correspondence testing approach to study discrimination against applicants with visible tattoos in the German labor market. Previous empirical research has documented unfavorable treatment of tattooed applicants on the labor market. This may be because negative stereotypes are still associated with tattooed people, despite the increasing popularity of tattoos. However, the impact of tattoos on employment chances may be different across different occupations. Fictitious applications are sent to online job postings in the banking and IT sector. Otherwise identical applications differ only in the picture attached: in the treatment group the applicants have a visible tattoo. The extent of discrimination is measured by the difference in callback rates. The data indicates that the candidates without visible tattoos have, on average, a 13-percentage point higher callback rate in the banking sector, and in the IT sector applicants with visible tattoos are about 25% less likely to get a callback. In the third chapter we conduct a study of hiring bias on an online platform where we ask participants to make hiring decisions for a mathematically intensive task. Our findings...
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Discrimination against workers with visible tattoos: experimental evidence from Germany
 Jibuti, Daviti
We use a correspondence testing approach to study discrimination against applicants with visible tattoos in the German labor market. The method has been widely employed in discrimination literature, however, the majority of papers examine objects of discrimination that are exogenously given (gender, race, ethnicity, etc.). The design of our experiment allows us to study the extent of discrimination against choice-based characteristics. We send fictitious applications to online job postings in the banking sector. Otherwise identical applications differ only in the picture attached: in the treatment group the applicants have a visible tattoo. The\nextent of discrimination is measured by the difference in callback rates. We find that candidates without visible tattoos have, on average, a 13 percentage point higher callback rate, or an increase in the callback rate of 54%. Following Akerlof and Kranton (2000), our results once more highlight the centrality of identity.
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