The Impact of Workplace Gender Diversity Disclosures on Job Selection Decisions

Abstract

Many labor market participants claim to value workplace diversity, but it is unclear if a firm's disclosed levels of workplace diversity actually impact their job selection decisions. We conduct a hypothetical choice experiment using workplace gender diversity disclosures to explore if and how such disclosures change job selection decisions, and if the effects differ between male and female job seekers. We find that male participants are significantly less likely to select job offers from employers that disclose larger levels of female representation, whereas the job selection decisions of female participants do not show a significant change. Subsequent survey response data suggests that these job selection decisions are likely driven by differing beliefs regarding the signals that workplace gender diversity metrics send about the firm. Specifically, the male participants are less likely than the female participants to believe that diversity is predictive of future firm performance.

Keywords: Job Search Decision, Human Capital, Disclosure Policy, Gender Diversity