Middlebury College Economics

@middecon.bsky.social

Y’all, this CSWEP newsletter is a banger. Five women economists generously share their stories about navigating family and career. 🔥 @jialanw.bsky.social @kmpjones.bsky.social Sarah Hamersma, Kosali Simon, and Sarah Baird. It was an honor to "edit" (which mostly involved sitting back for good reads)

CSWEP@aeacswep.bsky.social · 8mo ago

CSWEP News Issue IV, "Focus on Fertility" by @caitlinmyers.bsky.social is out now. www.aeaweb.org/content/file...

@middecon.bsky.social's department chair, @andrearobbett.bsky.social, has also been busy this fall. Here is her newest, on partisan discrimination in hiring, co-authored with former colleague Martin Abel and @dfstone.bsky.social of Bowdoin. bsky.app/profile/j-hu...

The JHR@j-humanresources.bsky.social · 10mo ago

Does #Politics matter more than race in #Hiring? Martin Abel, @andrearobbett.bsky.social and @dfstone.bsky.social found that employers penalize workers from opposing parties by 7.5% – nearly as much as the college degree premium. doi.org/10.3368/jhr....

Partisan Discrimination in Hiring
Martin Abel, Andrea Robbett and Daniel F. Stone
This study experimentally investigates the role of politics in hiring decisions. Participants acted as employers, determining the highest wage to offer candidates based only on their demographic characteristics, education, and partisanship. We find that both Democratic and Republican participants significantly favor co-partisans, with an out-partisan wage penalty of 7.5%. Discrimination is consistent across tasks that focus respectively on competence, shirking, feedback responsiveness, and voluntary effort, and appears largely driven by biased beliefs about partisan productivity, while affective polarization is also predictive of the out-partisan wage penalty. Discrimination does not increase in a treatment where workers benefit financially from being hired.