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Research ArticleArticles

Selecting Talent: Gender Differences in Success in Competitive Selection Processes

Lídia Farré and Francesc Ortega
Published online before print August 06, 2021, 0320-10767R1; DOI: https://doi.org/10.3368/jhr.0320-10767R1
Lídia Farré
*Lídia Farré is associate professor of economics at the Universitat de Barcelona and research affiliate at the Institute of Economic Analysis.
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Francesc Ortega
*Francesc Ortega is the Dina Perry professor of economics at CUNY, Queens College.
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Abstract

We investigate whether competitive selection processes generate gender inequality in the context of a prestigious fellowship program in Spain. We find a clear pattern of gender balancing: in each field of study, reviewers give higher scores to observationally similar candidates of the minority gender. Because, except for STEM, all fields are female-dominated, this results in a female penalty. We also show that gender balancing arises in the first stage of the selection process, where reviewers assign quantitative scores to all applications. Our findings suggest that reviewers have a preference for gender equality in outcomes within their field.

JEL Classifications:
  • J3
  • J7
Keywords:
  • Glass ceiling
  • Gender
  • Education
  • Talent Selection
  • Quantitative Scores

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Journal of Human Resources: 58 (3)
Journal of Human Resources
Vol. 58, Issue 3
1 May 2023
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Selecting Talent: Gender Differences in Success in Competitive Selection Processes
Lídia Farré, Francesc Ortega
Journal of Human Resources Aug 2021, 0320-10767R1; DOI: 10.3368/jhr.0320-10767R1

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Selecting Talent: Gender Differences in Success in Competitive Selection Processes
Lídia Farré, Francesc Ortega
Journal of Human Resources Aug 2021, 0320-10767R1; DOI: 10.3368/jhr.0320-10767R1
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Keywords

  • J3
  • J7
  • Glass ceiling
  • gender
  • education
  • Talent Selection
  • Quantitative Scores
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