Name-Based Race Discrimination: The Role of Heuristics
通过实验发现，名字被认为属于黑人的求职者被雇佣的概率低30个百分点，种族作为决策启发式在时间压力下加剧歧视，雇主最初关注种族但部分人在充足时间后转向生产力相关特征。
Abstract We investigate the extent and underlying mechanisms behind race beliefs on hiring decisions. In an incentivized experiment, workers with names perceived to be Black are 30 percentage points less likely to be hired. Results indicate that race serves as a decision heuristic: large perceived race gaps among candidates lead to faster and more confident decisions, and the race gap in hiring increases by 25% when employers are forced to make quick decisions. Estimates from a drift-diffusion model reveal that most employers initially focus on worker race, but certain employer groups shift their attention to productivity-related attributes when given sufficient time.