We study the association between firm size and hiring discrimination against women, ethnic minorities, and older job candidates.
We merge field experimental measures on unequal treatment with firm-level data. The resulting data enable us to assess whether discrimination varies by indicators of firm size, keeping other firm characteristics ... [Show full abstract] constant.
In contrast with our theoretical expectations, we find no evidence for an association between firm size and hiring discrimination. On the other hand, we do find suggestive evidence for hiring discrimination being lower in respect of public or non-profit firms (compared to commercial firms).
Former contributions investigated this association within the context of ethnic discrimination only and included hardly any controls for other firm-level drivers of discrimination. We are the first to study the heterogeneity in discrimination by firm size with respect to multiple discrimination grounds and control for additional firm characteristics.