This paper uses a laboratory experiment with eye-tracking and about 6,000 unique randomized resumes to explore the effects of race on employment discrimination over the life cycle for experienced applicants in their mid 30s to 70s. We find striking evidence of race discrimination against prime-age Black job applicants that diminishes into middle age before re-emerging for older applicants. Screeners in professional programs mechanically process Black and White resumes similarly, but spend less time on resumes for the younger Black applicants. We find evidence of levels-based statistical discrimination, suggesting that screeners believe younger Black applicants to have worse computer skills and more gaps in their job histories. We also find evidence for variance-based statistical discrimination against Black applicants of all ages, suggesting that screeners perceive the job history signal to be stronger for White applicants than for Black, disproportionately affecting older Black applicants. Evidence from a smaller companion study using Human Resources (HR) managers and from the Current Population Survey (CPS) supports the external validity of our experiment, particularly for female job applicants. Results are robust to a number of different controls and specification choices.

中文翻译：

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年龄、种族和性别交叉点的歧视：来自眼球追踪实验的证据

本文使用眼动追踪的实验室实验和大约 6,000 份独特的随机简历来探索种族对 30 多岁至 70 多岁有经验的求职者在整个生命周期中的就业歧视的影响。我们发现了针对壮年黑人求职者的种族歧视的显着证据，这种歧视在老年求职者重新出现之前会减少到中年。专业项目中的筛选员机械地处理黑白简历，但在年轻的黑人申请人的简历上花费的时间更少。我们发现了基于水平的统计歧视的证据，这表明筛选人员认为年轻的黑人申请者的计算机技能较差，而且他们的工作经历差距更大。我们还发现了针对所有年龄段的黑人申请人的基于方差的统计歧视的证据，表明筛选人员认为白人申请人的工作经历信号比黑人强，这对年长的黑人申请人的影响不成比例。来自使用人力资源 (HR) 经理的小型配套研究和当前人口调查 (CPS) 的证据支持我们实验的外部有效性，特别是对于女性求职者。结果对于许多不同的控制和规格选择是稳健的。