Louis Lippens

Glad to have been part of this stimulating workshop. Thanks to @vatsalecon.bsky.social, @sanchariroy.bsky.social, Javier García-Brazales, Sonia Oreffice, and others at @exeter.ac.uk for hosting.

A draft paper on our research into the cyclicality of hiring discrimination should be available soon.

I expected exactly what you expected. Not sure whether I used this in any of my code before, but seems like normal behaviour to me.

Survey items also include the stance on climate justice and distancing from anti-US ideology. This is getting more insane by the day.

US embassy questions Flemish universities on diversity policy | VRT NWS: news The American embassy has sent a questionnaire to Flemish universities about their diversity policies, Education Minister Zuhal Demir has confirmed.

Flemish professors working on US-linked projects recently received a questionnaire from the US embassy in Belgium surveying them on university diversity policies. Guess we're going to have to charge a 300% ‘nosy-survey’ tariff now. #econsky #academicsky www.vrt.be/vrtnws/en/20...

Hiring discrimination across vulnerable groups Discrimination in hiring based on ethnicity or gender is widely debated but appears in fact less severe than discrimination based on disability, appearance, or age

Read the full article here: wol.iza.org/articles/hir.... This is joint work with Stijn Baert and Brecht Neyt.

We also plead that policymaking supports research that
- evaluates under-researched types of discrimination;
- provides broader insights into discrimination mechanisms;
- pilot tests the efficacy of policy interventions.

- ethnic discrimination varies by origin and is highest for MENA candidates;
- the past decades have seen little reduction in hiring discrimination;
- research increasingly focuses on identifying the mechanisms that may explain discrimination, but no conclusive view has emerged.

Other insights are:
- hiring discrimination based on gender appears mainly in occupations dominated by a specific gender;
- age discrimination in hiring is substantial and under-researched in many countries;
- age discrimination is lower in the US than in Europe;

This insight is incompatible with policies focusing exclusively on one or a few vulnerable groups. Broad diversity policies, prioritising targeting those most disadvantaged, are needed.

Our key insight is that many groups face hiring penalties. These penalties are highest for people with a disability, less physically attractive people, older people, and people of a minority race, ethnicity or national origin, respectively.

Figure 1 from the IZA World of Labor policy article displaying hiring discrimination estimates for the publication period 2005 until 2020. The graph shows differences in employer callbacks for various vulnerable groups compared to majority reference groups. The x-axis represents the percentage difference in callbacks. Negative values indicate discrimination (fewer callbacks for the vulnerable group). Each group is represented by a square (point estimate) and a ribbon (95% confidence interval). People with disabilities are discriminated against most, followed by less physically attractive people, older people, lesbian women and gay men, and people of a minority race, ethnicity, or national origin.

Last week, @iza.org World of Labor published our policy article on hiring discrimination across vulnerable groups. In this article, we summarise insights from meta-research on the issue.

Hiring discrimination across vulnerable groups Discrimination in hiring based on ethnicity or gender is widely debated but appears in fact less severe than discrimination based on disability, appearance, or age

New IZA World of Labor article by @louislippens.be et al. on hiring discrimination across vulnerable groups: wol.iza.org/articles/hir...

I've learned not to overinterpret them (by eye-balling). You should be best off using wviechtb.github.io/metafor/refe..., conducting sensitivity analyses with wviechtb.github.io/metafor/refe..., or immediately correcting for various forms of publication bias.

We are also looking for a postdoc (90% research, 10% teaching). Application deadline approaching fast (21 January 2025).

We have at least one open PhD position in our Labour Economics and Welfare research area (90% research, 10% teaching). Feel free to reach out for more details. Apply until 18 February 2025. #EconSky

Actually didn't know of this package yet. Just tested out the functions. Seems extremely useful.

I’ve been recently experiencing issues with modelsummary() not displaying tables in the Viewer pane, too. Must be RStudio then.

Thanks, Lukas!

👋🏻

WFH creates opportunities for people with a physical disability, who might otherwise not have been able to work full-time.

Prof. Attila Lindner briefly presented this at #EALE2024 along with some key insights that, at the margin, minimum wages are primarily passed through to consumers and improve firm efficiency. Also interesting to see meta-science increasingly permeating economics.

Black Americans' employment rate exceeded (narrowly) white Americans' rate in Dec 2023, only the 2nd time in 52 years of data

This graph shows the ratio of Black to white Americans' rates, with Black Americans' rate stably about 5 to 10 percent lower than whites' rate, until recently.

When a minimum wage increases: "Racial inequality decreases because firms disproportionately reduce callbacks to lower-quality white applicants who benefited from discrimination under lower minimum wages."
research.upjohn.org/up_workingpa...

Really exciting and interesting work on labour market competition and its diminishing effects on wage inequality.

New article in Nature Human Behavior co-led by Aaron Nichols! In a Registered Report, we ran a field study to test whether images of organizational diversity impact the quality and quantity of applicants from majority and minority groups. www.nature.com/articles/s41...

Good piece by @ryanlcooper.com on the importance of full employment - both for ensuring people are able to find jobs, and for helping improve the quality of those jobs.

I wanted to consolidate a few thoughts on google, misinformation, large language models, enshittification, and the fate of the web as we know it.

It started when @carlzimmer.bsky.social shared this remarkable example of Google being fooled by machine-generated bullshit online.

1/n

How to set your domain as your handle Using a domain as your handle helps with account identity, verification, and portability. Here's how to set your domain as your handle.

If you want to verify that your bsky account is effectively yours and you own a custom domain, then I recommend you follow the steps in the blog post below. (The same applies if you just want a custom handle, like I did, of course 😀.)

Transposing the audit approach to ChatGPT, I find ChatGPT displays ethnic (but little gender) bias during CV screening, influenced by name cues and prompt language. The bias is substantial but generally less than human recruiters (cf. meta-analysis). Users should be wary of ChatGPT's adverse impact.

Understanding ethnic hiring discrimination:A contextual analysis of experimental evidence Previous research has demonstrated that context matters in understanding unequal treatment in hiring—for example, some studies have illustrated that h…

In a correspondence audit study, we find evidence of hiring discrimination in Flanders (BE). Contextualising the results, non-Flemish applicants face little discrimination in non-profit or large organisations. There is partial support for less discrimination in low-contact and 'bottleneck' jobs.