Status awards have no measurable effect on attention

Status awards decrease attention to unreliable indicators such as gender

Status awards cause evaluators to disregard all candidate characteristics

Status awards increase attention to subjective characteristics

Employers can screen same-race applicants with lower accuracy

Employers dislike interacting with different-race workers, and lower the bar for hiring same-race applicants

Employers believe same-race applicants perform better than different-race applicants, but there is no difference in actual performance

Employers get higher output from working with a same-race worker

Reality – the characteristics of the applicants reflect group differences in qualifications

Control – the researcher knows that the difference in callback behavior is from the different names on the resumes

Costless – the employers are reviewing real applicants to the job, so there is no concern about employers experiencing a cost from being in the experiment

Truthfulness – the employers are evaluating real applicants to the job, so there’s no concern about the experimenter lying

There is hardly any gender discrimination 

Women are discriminated in all occupations

Both men and women are discriminated, depending on the occupation

There is no discrimination in male-dominated occupations

AI only influenced the number of applicants (supply), not the hiring decisions (demand) 

AI had no measurable effect on either supply of demand 

AI improved outcomes for women by increasing application completion rates (supply) and reducing evaluator bias (demand) 

AI decreased the overall quality of applicants, adversely affecting both supply and demand

Shareholder sentiment

Cost of capital

Discrimination

Gender gap

Black applicants have worse resumes than white applicants

The average Black applicant will be called back less than the average white applicant

A white applicant is more likely to be hired than a black applicant with exactly the same resume

A black applicant will be less likely to get to the next stage of the recruitment process than a white applicant with exactly the same resume

Intragroup communication is challenging and leads to slower decision-making 

Different ideas are discussed, increasing the likelihood of success 

Diversity decreases the likelihood of finding a solution to a problem

When the gender composition of social work seems more female-dominated, women are more likely to apply

When the gender composition of social work seems less female-dominated, men are more likely to apply

When the gender composition of social work seems more female-dominated, men are more likely to apply

When the gender composition of social work seems less female-dominated, women are more likely to apply.

Workers are going to require higher bonuses or raises in order to stay in less diverse workplaces

Workers will be more likely to leave jobs in workplaces that are more diverse, all else held equal

Informing potential applicants that the workplace is diverse will increase application rates

Workers are going to expect lower wages or salaries when the workplace is more diverse