Discrimination: Experimental Evidence from Psychology and Economics

Anderson, Lisa R.; Fryer, Roland G.; Holt, Charles A.

doi:10.4337/9781847200150.00010

Cited by 53 publications

(42 citation statements)

References 30 publications

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“…We find evidence that in-group biases, which have been identified in a number of studies in the economics literature (see Anderson et al, 2006;Antonovics and Knight, 2009;Ball et al, 2001;Donahue and Levitt, 2001;Fershtman et al, 2005;Glaeser et al, 2000;Price and Wolfers, 2010), can emerge based on race in a natural product market setting. We find the direction of discrimination depends on the combination of the racial characteristics of the products and the racial distinctiveness of the sellers' names.…”

Section: Summary and Discussionmentioning

confidence: 90%

The effects of information and competition on racial discrimination: Evidence from a field experiment

Nunley

Owens

Howard

2011

Journal of Economic Behavior & Organization

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Section: Summary and Discussionmentioning

confidence: 90%

The effects of information and competition on racial discrimination: Evidence from a field experiment

Nunley

Owens

Howard

2011

Journal of Economic Behavior & Organization

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“…5 The discussion that follows refers to field experiments on discrimination. There is also a smaller literature on lab experiments on discrimination (see Anderson et al, 2006, for a survey), which we do not review here, as it has not specifically addressed the gender dimension. 6 Results from earlier audit studies (Levinson, 1975;Firth, 1982;Riach and Rich, 1987) are reviewed by Riach and Rich (2002).…”

Section: Discriminationmentioning

confidence: 99%

Gender and the labor market: What have we learned from field and lab experiments?

2014

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We discuss the contribution of the experimental literature to the understanding of both traditional and previously unexplored dimensions of gender differences and discuss their bearings on labor market outcomes. Experiments have offered new findings on gender discrimination, and while they have identified a bias against hiring women in some labor market segments, the discrimination detected in field experiments is less pervasive than that implied by the regression approach. Experiments have also offered new insights into gender differences in preferences: to gain less from negotiation, women appear to have lower preferences than men for risk and competition and may be more sensitive to social cues. These gender differences in preferences also have implications in group settings, whereby the gender composition of a group affects team decisions and performance. Most of the evidence on gender traits comes from the lab, and key open questions remain as to the source of gender preferences-nature versus nurture, or their interaction-and their role, if any, in the workplace.JEL classification: J16, J24, J71, C91, C92, C93

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“…An overview of experimental studies on discrimination can be found inAnderson, Fryer, and Holt (2006). A part of their article surveys some experimental research on intergroup bias conducted in social psychology.…”

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confidence: 98%