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Insights / Research BriefMay 23, 2024

Can You Erase the Mark of a Criminal Record? Labor Market Impacts of Criminal Record Remediation

Amanda Y. Agan, Andrew Garin, Dmitri K. Koustas, Alexandre Mas, Crystal Yang
Removing a previously obtained criminal record does not improve labor market outcomes, on average, with the notable exception of participation in gig work through online platforms.
Topics:  Economic Mobility & Poverty, Employment & Wages
Insights / Research BriefMay 14, 2024

Return to Office and the Tenure Distribution

David Van Dijcke, Florian Gunsilius, Austin Wright
Return-to-office (RTO) mandates drive employees away from firms, with senior employees leaving at the highest rates, likely leading to significant human capital costs in terms of output, productivity, innovation, and competitiveness for the companies implementing strict RTO policies.
Topics:  Employment & Wages, COVID-19
Insights / Research BriefMay 06, 2024

Homelessness and the Persistence of Deprivation: Income, Employment, and Safety Net Participation

Alexa Grunwaldt, Bruce D. Meyer, Gillian Meyer, Derek Wu, Angela Wyse
Homelessness occurs in the context of long-term, severe deprivation rather than large and sudden losses of income. Low permanent incomes leave people vulnerable to housing loss when met with even modest disruptions to life circumstances, even if they are connected to the labor market and safety net.
Topics:  Employment & Wages
Insights / Research BriefApr 24, 2024

The Adoption of ChatGPT

Anders Humlum, Emilie Vestergaard
Half of workers have used ChatGPT, with younger, less experienced, higher-achieving, and especially male workers leading the curve. Workers see substantial productivity potential in using ChatGPT, and informing workers about expert assessments of ChatGPT shifts their beliefs but has limited impacts on their adoption of ChatGPT.
Topics:  Employment & Wages
Insights / Research BriefApr 08, 2024

A Discrimination Report Card

Patrick Kline, Evan K. Rose, Christopher R. Walters
A new statistical methodology is used to grade the race and gender callback gaps of large US employers and shows that firms assigned the worst grade are estimated to favor white applicants over Black applicants by 24%, while those assigned the best grade favor white applicants by only 3%. Gender discrimination is rare at the interview stage and concentrated in certain industries.
Topics:  Employment & Wages, Economic Mobility & Poverty
Insights / Research BriefMar 26, 2024

Competitive Job Seekers: When Sharing Less Leaves Firms at a Loss

Gaurav Chiplunkar, Erin M. Kelley, Gregory V. Lane
Randomly increasing the amount of competition for a job makes jobseekers less likely to share information about it with their peers and in particular to share it with fewer, higher ability peers. This lowers the quality of firms’ hires.
Topics:  Employment & Wages
Insights / Podcast episodeDec 12, 2023

The Economics of Reproductive Choice

Tess Vigeland, Yana Gallen
Women who have unplanned births experience earnings losses of up at 25%, while planned births...
Topics:  Employment & Wages
Insights / Research BriefDec 07, 2023

Polarizing Corporations: Does Talent Flow to “Good” Firms?

Emanuele Colonnelli, Thomas Rauter, Olivia Xiong
Jobseekers prefer companies that demonstrate ESG practices, with the strongest preferences among those who are highly educated, white, and politically liberal. The adoption of ESG practices increases total economic output and worker welfare, and widens the wage gap between skilled and unskilled workers.
Topics:  Employment & Wages