We document a new way that discrimination operates: through sequential spillover effects. Employers in an incentivized resume rating experiment evaluate a sequence of hypothetical candidates with randomly assigned characteristics. Candidates are rated worse when following white men than when following women or minorities. Exploring the mechanisms, we find that spillover effects are inversely related to direct bias. When reviewing high-quality resumes or recruiting in STEM (science, technology, engineering, and math) industries, employers directly favor white men and display no spillover effect. For low-quality resumes or non-STEM industries, we find no direct bias but a strong spillover effect. Results suggest that discrimination arises in subtle ways.

This paper uses newly collected data on the allocation of dowry to examine its role in resolving intergenerational frictions around migration in India. Migration disrupts traditional elderly support structures, in which sons live near their parents and care for them in old age. We develop a model in which dowry can promote migration by allowing sons to make upfront transfers to their parents and ease constraints on income sharing. To test this hypothesis, we collect two new data sets that measure the distribution of dowry between family members. We document for the first time that net transfers of dowry to a man’s parents are common but far from universal. Consistent with using dowry for income sharing, such transfers occur more often when sons migrate, especially when they work in higher-earning occupations. In nationally representative data, migration rates are higher in areas with stronger historical dowry traditions. Finally, exploiting a large-scale highway construction program, we show that men from areas with stronger historical dowry traditions migrate more when migration costs fall. Our findings provide some clues as to why dowry persists despite its well-documented adverse consequences.