Why do women hit the glass ceiling? Women are hired, but then fail to rise through the ranks. We propose a novel explanation for this pattern, namely preference- and belief-free discrimination. In our setting, an employer can increase effort by inducing differential value distributions for a...

What makes diversity unifying in some settings but divisive in others? We examine how the mixing of ethnic groups in German schools affects intergroup cooperation and trust. We leverage the quasi-random assignment of students to classrooms within schools to obtain variation in the type of...

We conducted a paired correspondence experiment in Buenos Aires, Argentina, to measure the extent of labor market discrimination in hiring against slum dwellers. We sent 4,290 online pairs of fictitious job applications of otherwise observationally equivalent individuals who differed in a single...

In this paper, we document de facto, implicit, and explicit racial biases within the public employment service in Colombia. By combining administrative data about job seekers and job openings with direct surveys to job counselors, including a Race Implicit Association Test, we compute different...

This paper aims to understand how policy change for women's rights occurs, and what factors and conditions facilitate non-state actors' influence over policy processes. It argues that policy change is a complex and iterative process, and explores the range of actors that mobilize for/against...

This paper examines the impact of jury racial composition on trial outcomes using a unique dataset of all felony trials in Sarasota County, Florida between 2004 and 2009. We utilize a research design that exploits day-to-day variation in the composition of the jury pool to isolate quasi-random...