Audit Experiments of Racial Discrimination and the Importance of Symmetry in Exposure to Cues

Researchers are often interested in whether discrimination on the basis of racial cues persists above and beyond discrimination on the basis of nonracial attributes that decision makers—e.g., employers and legislators—infer from such cues. We show that existing audit experiments may be unable to parse these mechanisms because of an asymmetry in when decision makers are exposed to cues of race and additional signals intended to rule out discrimination due to other attributes. For example, email audit experiments typically cue race via the name in the email address, at which point legislators can choose to open the email, but cue other attributes in the body of the email, which decision makers can be exposed to only after opening the email. We derive the bias resulting from this asymmetry and then propose two distinct solutions for email audit experiments. The first exposes decision makers to all cues before the decision to open. The second crafts the email to ensure no discrimination in opening and then exposes decision makers to all cues in the body of the email after opening. This second solution works without measures of opening, but can be improved when researchers do measure opening, even if with error.