Dropping Anchor: A Field Experiment Assessing a Salary History Ban with Archival Replication
通过现场实验和时间序列分析，研究了薪资历史禁令对性别工资差距的影响，发现该禁令单独实施时效果有限，甚至可能损害新员工利益。
Could a salary history ban (SHB) reduce the gender wage gap? Proponents of this intervention believe the gap is sustained by the practice of eliciting salary histories from job applicants. Although observational studies suggest that SHB operates as envisioned, two features complicate the interpretation of its effects. These are, respectively, the passage of relevant legislation alongside SHB, and the presence of public campaigns that propel SHB into law. We assessed SHB in the United Kingdom, where neither potential confound was present, and did not find evidence that the intervention operated as intended. An intention-to-treat analysis of a 16-month field experiment, conducted with 230 staff hires at a private educational institution, indicates that SHB was about as likely to harm new hires as it was to help them. Additional analyses did not reveal significant differences between women and men. We supplement these results with an interrupted time series analysis of 3,687 placements made by a recruitment firm that voluntarily adopted SHB for its job candidates. Salaries were significantly lower under SHB, but were not significantly different for women versus men. Taken together, our results suggest that SHB was ineffective in isolation from contemporaneous legislative changes, proequality messaging, or some combination thereof. This paper was accepted by Olav Sorenson, organizations. Supplemental Material: Data are available at https://doi.org/10.1287/mnsc.2022.4658 .