Sharon Braun, Jonathan Bushnell, Zachary Cowell, David Dowling Samuel Goldstein, Andrew Johnson, George Miller, John M. Nunley, R. Alan Seals, Mingzhou Wang
We conducted a large-scale resume audit of 36,880 applications to 9,220 job advertisements for new college graduates across the United States. Firms express task preferences through job-advertisement text, which we link to occupation-level task measures from O*NET and the American Community Survey. We develop a model in which discrimination increases with evaluative discretion, defined as the share of hiring decisions driven by subjective rather than verifiable assessment. Callback gaps vary systematically with the task content of jobs. In management occupations, callbacks are 28 to 43 percent lower for Black men, Black women, White women, and Hispanic men than for otherwise identical White men. Broad occupation categories conceal important variation in task demands. When jobs are grouped by task intensity, discrimination concentrates in positions combining high analytical and interpersonal demands with low routine content. Decomposing task content into subjective-evaluation and objective-precision components, we find that subjective evaluation widens callback gaps while objective precision compresses them. Customer contact amplifies this divergence, widening gaps in non-routine jobs but not in routine jobs. Randomly assigned resume credentials that increase callbacks on average reduce gaps in low-discretion jobs but not in high-discretion jobs. Early-career exclusion from high-return task bundles may entrench long-run demographic gaps in employment outcomes.
Samuel Cole, Zachary Cowell, John M. Nunley, R. Alan Seals
We document the age-race-gender intersectionality in the distribution of occupational tasks in the United States. We also investigate how the task content of work changed from the early-2000s to the late-2010s for different age-race/ethnicity-gender groups. Using the Occupation Information Network (O*NET) and pooled cross-sectional data from the American Community Survey (ACS) we examine how the tasks that workers perform vary with age and over time. We find that White men transition to occupations high in non-routine cognitive tasks early in their careers, whereas Hispanic and Black men work mostly in physically demanding jobs over their entire working lives. Routine manual tasks increased dramatically for 55-67 year-old workers, except for Asian men and women. Policymakers will soon be challenged by financial stress on entitlement programs, reforms could have disproportionate effects on gender and racial/ethnic groups due to inequality in the distribution of occupational tasks.
Duha Altindag, Samuel Cole, R. Alan Seals
We study the allocation of and compensation for occupational COVID-19 risk at Auburn University, a large public university in the U.S. In Spring 2021, approximately half of the face-to-face classes had enrollments above the legal capacity allowed by a public health order, which followed CDC social distancing guidelines. We find lower-ranked graduate student teaching assistants and adjunct instructors were systematically recruited to deliver riskier classes. Using an IV strategy in which teaching risk is shifted by classroom features (geometry and furniture), we show instructors who taught at least one risky class earned $7,400 more than those who did not.
Duha T. Altindag, Nabamita Dutta, John M. Nunley, R. Alan Seals, Adam Stivers
Between 2005 and 2019, U.S. business applications rose 40 percent while conversion to employer firms fell by nearly half. We study whether boundary redrawing helps explain this pattern. Structured routine-cognitive work can be governed through deliverables and thinner buyer and supplier interfaces. When such work remains place-bound, outsourcing creates demand for domestic specialist suppliers. Across 722 commuting zones, a one percentage-point higher baseline routine employment share raises applications by 27.8 per 100,000 residents. Realized entry concentrates in micro-establishments, with no startup quality gains. Contract and industry evidence point to local supplier entry, not routine-manual displacement.