Is It Harder for Older Workers to Find Jobs? New and Improved Evidence from a Field Experiment

Neumark, David; Burn, Ian; Button, Patrick

doi:10.3386/w21669

Cited by 100 publications

(136 citation statements)

References 28 publications

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“…In addition, the results suggest that older women are more discriminated against than men (also found by Neumark et al (2015) for the US) and manual workers more than non-manual workers. These patterns accord with stereotypical beliefs that the physical strengths and job performance of women and manual workers decline earlier than for men and white-collar workers (Böhm et al 2013;Colin and Loretto 2004).…”

Section: Discussion and Implications For Organizations And Social Parmentioning

confidence: 70%

Inclusive Recruitment? Hiring Discrimination Against Older Workers

Drydakis

MacDonald

Bozani

et al. 2017

Shaping Inclusive Workplaces Through Social Dialogue

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Standard-Nutzungsbedingungen:Die Dokumente auf EconStor dürfen zu eigenen wissenschaftlichen Zwecken und zum Privatgebrauch gespeichert und kopiert werden.Sie dürfen die Dokumente nicht für öffentliche oder kommerzielle Zwecke vervielfältigen, öffentlich ausstellen, öffentlich zugänglich machen, vertreiben oder anderweitig nutzen.Sofern die Verfasser die Dokumente unter Open-Content-Lizenzen (insbesondere CC-Lizenzen) zur Verfügung gestellt haben sollten, gelten abweichend von diesen Nutzungsbedingungen die in der dort genannten Lizenz gewährten Nutzungsrechte. Terms of use: Documents in AbstractAddressing population ageing requires a rise in the activity rates of older workers. In this study, a field experiment for the period 2013-2015 in the UK, suggests that age discrimination persists at alarming levels. It shows that when two applicants engage in an identical job search, the older applicant would gain fewer invitations for interviews regardless of her/his experience or superiority for the appointment. The results also suggest that older applicants face higher occupational access constraints for blue-collar jobs than white-collar/pink-collar jobs, and that women face greater age discrimination than men. Worryingly, the outcomes suggest that older applicants gain poorer access to vacancies than younger applicants irrespective of written commitments to equal opportunities. The design of the study suggests that discrimination results from distaste for older applicants, which has not been eliminated by the introduction of anti-discrimination legislation. Eliminating ageism in recruitment requires organizations to adopt more inclusive HR policies at the earliest stages of the recruitment process. Social dialogue has a crucial role to play in shaping inclusive and discrimination free recruitment policies such that shared values and beliefs are not agediscriminatory but rather recognize the strengths and potential of workers from different age groups. JEL Code: C93; C9; J14; J1

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Section: Discussion and Implications For Organizations And Social Parmentioning

confidence: 70%

Inclusive Recruitment? Hiring Discrimination Against Older Workers

Drydakis

MacDonald

Bozani

et al. 2017

Shaping Inclusive Workplaces Through Social Dialogue

View full text Add to dashboard Cite

show abstract

“…More concretely, we add interactions with indicators of high-educated candidates, male candidates, candidates who reveal engagement in a cancer organisation, candidates who reveal engagement at a korfball sports club, candidates with two engagements, and candidates with three engagements. For both call-back outcomes, we find a significant interaction only with respect to gender: the male volunteering premium in terms of getting any positive reaction (an 15 While the size of our sample is substantially lower than the size of the data gathered in some recent large-scale correspondence experiments in the United States such as Kroft et al (2013) and Neumark et al (2015), it is at least comparable to many other recent (and well-published) field experiments included in the review study of Baert (2017). In addition, a post hoc power analysis shows that based on the variation in our dataset, we were able to distinguish rather small effects from zero effects.…”

mentioning

confidence: 60%

Does it pay to care? Volunteering and employment opportunities

Baert

Vujić

2017

J Popul Econ

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We investigate whether volunteering has a causal effect on individual employment opportunities. To this end, a field experiment is conducted in which volunteering activities are randomly assigned to fictitious job applications sent to genuine vacancies in Belgium. We find that volunteers are 7.3 percentage points more likely to get a positive reaction to their job applications. The volunteering premium is higher for females but invariant with respect to the number of engagements.

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“…18 18 In a correspondence study of women's job applications in two U.S. cities, Lahey (2008) found that younger women were 40 percent more likely to receive callbacks than older women. Neumark, Burn and Button (2015) find considerably more age discrimination in hiring against older women than older men in a large resume correspondence study.…”

Section: Results: the Age Twist In Firms' Gender Preferencesmentioning

confidence: 99%

The Age Twist in Employers’ Gender Requests: Evidence from Four Job Boards

Helleseter

Kühn

Shen

2016

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Standard-Nutzungsbedingungen:Die Dokumente auf EconStor dürfen zu eigenen wissenschaftlichen Zwecken und zum Privatgebrauch gespeichert und kopiert werden.Sie dürfen die Dokumente nicht für öffentliche oder kommerzielle Zwecke vervielfältigen, öffentlich ausstellen, öffentlich zugänglich machen, vertreiben oder anderweitig nutzen.Sofern die Verfasser die Dokumente unter Open-Content-Lizenzen (insbesondere CC-Lizenzen) zur Verfügung gestellt haben sollten, gelten abweichend von diesen Nutzungsbedingungen die in der dort genannten Lizenz gewährten Nutzungsrechte. The Institute for the Study of Labor (IZA) in Bonn is a local and virtual international research center and a place of communication between science, politics and business. IZA is an independent nonprofit organization supported by Deutsche Post Foundation. The center is associated with the University of Bonn and offers a stimulating research environment through its international network, workshops and conferences, data service, project support, research visits and doctoral program. IZA engages in (i) original and internationally competitive research in all fields of labor economics, (ii) development of policy concepts, and (iii) dissemination of research results and concepts to the interested public. Terms of use: Documents in D I S C U S S I O N P A P E R S E R I E S Age and Gender Profiling in theIZA Discussion Papers often represent preliminary work and are circulated to encourage discussion. Citation of such a paper should account for its provisional character. A revised version may be available directly from the author. When permitted by law, employers sometimes state the preferred age and sex of their employees in job ads. We study this practice using data from one Mexican and three Chinese job boards, showing that it is widely used to request both genders and is especially prevalent in jobs with low skill requirements. For example, on the job board serving less-skilled production and service workers in China, 72 percent of ads specified a preferred gender, and 77 percent listed both a minimum and maximum age. We also document a new stylized fact we call the age twist in gender profiling: firms' explicit gender requests shift dramatically away from women and towards men when firms are seeking older (as opposed to younger) workers. While some of this twist can be attributed to employers' age-dependent requests for (female) beauty and (male) leadership, the timing of the shift suggests that young women's movement into childbearing also plays a role.JEL Classification: J16, J63, J71

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Is It Harder for Older Workers to Find Jobs? New and Improved Evidence from a Field Experiment

Cited by 100 publications

References 28 publications

Inclusive Recruitment? Hiring Discrimination Against Older Workers

Inclusive Recruitment? Hiring Discrimination Against Older Workers

Does it pay to care? Volunteering and employment opportunities

The Age Twist in Employers’ Gender Requests: Evidence from Four Job Boards

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