Gender disparities in top-level academic positions are persistent. However, whether bias in recruitment plays a role in producing these disparities remains unclear. This study examines the role of bias in academic recruitment by conducting a large-scale survey experiment among faculty in Economics, Law, Physics, Political Science, Psychology, and Sociology from universities in Iceland, Norway, and Sweden. The faculty respondents rated CVs of hypothetical candidates—who were randomly assigned either a male or a female name—for a permanent position as an Associate Professor in their discipline. The results show that, despite the underrepresentation of women in all fields, the female candidates were viewed as both more competent and more hireable compared to their male counterparts. Having children or a stronger CV do not change the overall result. Consequently, biased evaluations of equally qualified candidates to Associate Professor positions do not seem to be the key explanation of the persistent gender gap in academia in the Nordic region.

中文翻译：

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招聘中的性别偏见？北欧地区一项调查实验的证据

最高学术职位的性别差距仍然存在。但是，尚不清楚招聘方面的偏见是否在造成这些差距方面发挥作用。这项研究通过对来自冰岛，挪威和瑞典的大学的经济学，法学，物理学，政治学，心理学和社会学系的教师进行大规模调查实验，研究了偏见在学术招聘中的作用。教职员工对假设候选人的简历进行了评估，这些候选人被随机分配为男性或女性名字，以在其学科中永久担任副教授。结果表明，尽管在各个领域中女性代表人数都不多，但与男性候选人相比，女性候选人被认为更胜任，更受雇。拥有孩子或较强的简历不会改变整体结果。