Data for: Hiring Discrimination Against Transgender People: Evidence from a Field Experiment

This paper presents the results of the first correspondence study that examined hiring discrimination against transgender people. Fictitious job applications (N = 2,224) were sent to employers with job postings in 12 low-skill occupations in Sweden. Overall, 40 percent of cisgender applicants received a positive employer response to their applications, while 34 percent of transgender applicants did. This result was not robust to the Heckman-Siegelman critique. However, when compared to the dominant gender in both male- and female-dominated occupations, estimates of discrimination were large and robust to the critique: Cisgender male applicants had an 83 percent relative advantage over transgender male and female applicants in male-dominated occupations and cisgender female applicants had a 53 percent relative advantage over transgender male and female applicants in female-dominated occupations. As no clear evidence of statistical discrimination was found, the observed differences between cisgender and transgender applicants can be attributed to taste-based discrimination.本文报告了首项针对跨性别者雇佣歧视的对应实验研究（correspondence study）的结果。研究向瑞典境内12个低技能职业的招聘雇主投放了总计2224份虚构求职申请。总体而言，顺性别（cisgender）求职者的求职申请获得雇主正面回应的比例为40%，而跨性别求职者的该比例为34%。这一结果在赫克曼-西格尔曼批判（Heckman-Siegelman critique）下并不具备稳健性。然而，当分别与男性主导职业、女性主导职业中的主导性别群体相较时，歧视程度的估计值较大，且在该批判下具备稳健性：在男性主导职业中，顺性别男性求职者相较于跨性别男女求职者拥有83%的相对优势；在女性主导职业中，顺性别女性求职者相较于跨性别男女求职者拥有53%的相对优势。由于未发现统计性歧视（statistical discrimination）的明确证据，顺性别与跨性别求职者间的申请结果差异可归因于基于偏好的歧视（taste-based discrimination）。