Leader Signals and “Growth Mindset”: A Natural Field Experiment in Attracting Minorities to High-Profile Positions

Jeffrey A. Flory (), Andreas Leibbrandt, Christina Rott () and Olga Stoddard
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Jeffrey A. Flory: Department of Economics, Robert Day School of Economics and Finance, Claremont McKenna College, Claremont, California 91711
Christina Rott: Department of Management & Organization, School of Business and Economics, Vrije Universiteit Amsterdam, 1081 HV Amsterdam, Netherlands; Behavioral Economics, Tinbergen Institute, 1082 MS Amsterdam, Netherlands

Management Science, 2024, vol. 70, issue 8, 4953-4973

Abstract: We conduct a large-scale natural field experiment with a Fortune 500 company to test several light-touch approaches to attract minorities to high-profile positions. A total of 5,000 prospective applicants were randomized into treatments that vary a small portion of recruiting materials. We find that self-selection at two early-career stages exhibits a substantial race gap. We then show that this gap can be strongly influenced by several treatments, with some closing the race gap and increasing application rates of minorities by 40% and others being particularly effective for minority women. These effects are not accompanied by any declines in application rates of majority group job seekers. In addition, we do not find that endorsing the “business case” for diversity reduces the race gap or raises application rates by minorities or women. The heterogeneities we find by gender, race, and career stage shed light on the underlying drivers of self-selection barriers among minorities.

Keywords: diversity; race; gender; labor; experiment; field experiment (search for similar items in EconPapers)
Date: 2024
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Persistent link: https://EconPapers.repec.org/RePEc:inm:ormnsc:v:70:y:2024:i:8:p:4953-4973

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