Title,Citation,Topic_area,Study_type,Study_evidence_rating,Outcome_effectiveness,Findings,Intervention_program,Topics,Target_population,Firm_characteristics,Geographic_setting,Original_publication_date,Original_publication_link,"Review Protocol"
"Synthesis Report: Behavioral Finance Synthesis: Findings",,"Behavioral Finance: Retirement",,,,"Findings:

  
  
  

  
  
  

  
  
  

          People have relatively limited knowledge about saving for retirement and can be induced to save more when provided with additional information.

          Making retirement more salient, by having people think of themselves in retirement or providing a target retirement date, can increase intentions to save and alter investment choices.

          People can become overwhelmed by the number of investment options they face; when this occurs, they tend to use simple rules to make decisions.",,"Employer provided retirement benefits","Adult, Older worker",,"United States",,,"Behavioral Finance: Retirement Review Protocol"
"The impact of Medicare Part D on self-employment.","Moulton, J. G., Diebold, J. C., & Scott, J. C. (2017). The impact of Medicare Part D on self-employment. Research on Aging, 39(1), 64-85.","Older Workers","Study Type: Causal Impact Analysis","Causal Evidence Rating: Moderate Causal Evidence","Employment-Mod/high-Favorable impacts
      
    
  
              


      
            Employment","Summary:

The study examined the effect of the introduction of Medicare Part D on self-employment. The authors used a nonexperimental approach and data from the American Community Survey to estimate the impact.
The authors found that self-employment significantly increased by 0.5 percentage points after the program began.
The quality of causal evidence presented in this report is moderate because it was based on a well-implemented nonexperimental design. This means we are somewhat confident that the estimated effects on self-employment are attributable to the introduction of Medicare Part D, although other factors might also have contributed.","Medicare Part D","Federal retirement benefits Older workers' programs","Adult, Older worker",,"United States",2017,,"Employment and Training Review Protocol"
"Does protecting older workers from discrimination make it harder to get hired? Evidence from disability discrimination laws.","Neumark, D., Song, J., & Button, P. (2017). Does protecting older workers from discrimination make it harder to get hired? Evidence from disability discrimination laws. Research on Aging, 39(1), 29-63.","Older Workers","Study Type: Causal Impact Analysis","Causal Evidence Rating: Low Causal Evidence","Employment-Low-Mixed impacts
      
    
  
              


      
            Employment","Summary:

The study examined the impact of the strength of state disability discrimination laws on hiring rates of older men.
The study used statistical models and data from the Health and Retirement Study and the Survey of Income and Program Participation to estimate the impacts.
The study found no relationship between the strength of disability discrimination laws and the hiring rate for older unemployed disabled and nondisabled men.
The quality of casual evidence presented in this report is low because the study is a nonexperimental analysis that did not demonstrate that the groups being compared were similar and did not account for possible differences in the analysis. This means we are not confident that the estimated effects are attributable to state disability discrimination laws; other factors are likely to have contributed.","Disability discrimination laws","Health Older workers' programs","Adult, Older worker, Male",,"United States",2017,https://journals.sagepub.com/doi/full/10.1177/0164027516656142,"Employment and Training Review Protocol"
"The effect of the Affordable Care Act on labor transitions among older workers.","Camilleri, S. E. (2017). The effect of the Affordable Care Act on labor transitions among older workers. In Three papers on the Affordable Care Act (Doctoral dissertation). North Carolina State University, Raleigh, NC.","Older Workers","Study Type: Causal Impact Analysis","Causal Evidence Rating: Moderate Causal Evidence","Employment-Mod/high-No impacts
      
    
  
              


      
            Employment","Summary:

The study examined the impact of the Affordable Care Act (ACA) on the employment outcomes of older workers.
The author used data from the Current Population Survey for 2011–2016 and regression analyses to estimate impacts.
The study found that the ACA was not associated with employment outcomes among older workers.
The quality of causal evidence presented in this report is moderate because the study is based on a well-implemented nonexperimental design. This means we are somewhat confident that any estimated effects are attributable to the ACA, but other factors might also have contributed.","Affordable Care Act (ACA)","Older workers' programs Health insurance","Adult, Older worker",,"United States",2017,,"Employment and Training Review Protocol"
"Job insecurity, unemployment insurance and on-the-job search. Evidence from older American workers.","Gutierrez, I. A. (2016). Job insecurity, unemployment insurance and on-the-job search. Evidence from older American workers. Labour Economics, 41, 228-245. doi:10.1016/j.labeco.2016.05.011","Older Workers","Study Type: Causal Impact Analysis","Causal Evidence Rating: Low Causal Evidence","Employment-Low-No impacts
      
    
  
              


      
            Employment","Summary:

The study examined the impact of the potential wage replacement rate through Unemployment Insurance (UI) on the probability of transitioning to non-employment.
The study used a nonexperimental design and data from the Health and Retirement Study (HRS) from 1996–2006 and 2010–2012 to identify workers who expected job loss during the baseline survey and who experienced job transitions by the follow-up survey two years later.
The study found no statistically significant relationships between potential wage replacement rates and transitions to non-employment.
The quality of causal evidence presented in this report is low because the analyses do not sufficiently account for other factors that might contribute to the estimated effects. This means we are not confident that the estimated effects are attributable to the potential wage replacement rate through UI; other factors are likely to have contributed.","Unemployment Insurance (UI)","Older workers' programs Unemployment Insurance","Adult, Older worker, Employed",,"United States",2016,,"Employment and Training Review Protocol"
"Spousal labor market effects from government health insurance: Evidence from a veterans affairs expansion.","Boyle, M. A. & Lahey, J. N. (2016). Spousal labor market effects from government health insurance: Evidence from a veterans affairs expansion. Journal of Health Economics, Elsevier, 45(C), 63-76.","Older Workers, Veterans","Study Type: Causal Impact Analysis","Causal Evidence Rating: Moderate Causal Evidence","Earnings and wages-Low-Favorable impacts
      
    
  
              


      
            Earnings and wages
      


  
      
            Employment-Mod/high-No impacts
      
    
  
              


      
            Employment","Summary:

The study examined the impact of the expansion of health insurance for veterans through the U.S. Department of Veterans Affairs (VA) in the mid-1990s (as a result of the implementation of the Veteran’s Health Care Eligibility Reform Act) on the employment and earnings of non-covered spouses.
The authors used a statistical model and data from the Census Bureau’s March Current Population Survey and the Health and Retirement Study to compare the employment and earnings of wives of male veterans with wives of non-veterans of the same ages before and after the expansion of health insurance for veterans through the VA.
The study found no statistically significant associations between the expansion of health insurance for veterans and the employment of their wives and mixed evidence on associations between the expansion of health insurance for veterans and the earnings of their wives.
The quality of causal evidence presented in this report is moderate for the employment outcomes because it was based on a well-implemented nonexperimental design. This means we would be somewhat confident that any estimated effects would be attributable to the expansion of health insurance for veterans through the VA, but other factors might also have contributed. The quality of causal evidence presented in this report is low for earnings outcomes because the authors did not ensure that the groups being compared were similar before the intervention. This means we are not confident that the estimated effects are attributable to the expansion of health insurance for veterans through the VA; other factors are likely to have contributed.","Veteran Health Insurance Expansion","Health Older workers' programs Veterans' reemployment","Adult, Older worker, Veteran or military",,"United States",2016,,"Older Workers, Veterans Review Protocol"
"Encouraging evidence on a sector-focused advancement strategy","Hendra, R., Greenberg, D. H., Hamilton, G., Oppenheim, A. Pennington, A. Schaberg, K., and Tessler, B. L. (2016). Encouraging evidence on a sector-focused advancement strategy. New York: MDRC. [Per Scholas]","Apprenticeship and Work-Based Training","Study Type: Causal Impact Analysis","Causal Evidence Rating: Moderate Causal Evidence","Earnings and wages-Mod/high-Favorable impacts
      
    
  
              


      
            Earnings and wages
      


  
      
            Education and skills gains-Mod/high-Favorable impacts
      
    
  
              


      
            Education and skills gains
      


  
      
            Employment-Mod/high-Favorable impacts
      
    
  
              


      
            Employment","Summary:

	The study’s objective was to examine the impact of the WorkAdvance sectoral training program at the Per Scholas site on employment, earnings, and education and training from 2011 to 2015. The authors investigated similar research questions with three other sites, the profiles of which are available here.
	The study used a randomized controlled trial design to compare the treatment group, which was able to access the WorkAdvance program at the Per Scholas site, and the control group, which was not eligible for WorkAdvance services but could access other services in the community. The authors collected data from two sources: a follow-up survey and unemployment insurance (UI) wage and employment data.
	The study found that the program had a statistically significant impact on quarterly earnings in the second and third years after random assignment (based on UI data) and average weekly earnings in the second year after random assignment (based on survey data). The study also found that the program did not have a significant impact on most employment outcomes. Using survey data, the authors found that members of the WorkAdvance group were significantly more likely to have obtained a degree or credential and to have completed a skills training program two years after random assignment.
	The quality of the causal evidence is moderate for employment and earnings outcomes based on UI data because those outcomes were based on a randomized controlled trial in which the authors did not demonstrate that they accounted for change in the probability of random assignment, but the authors did account for existing differences between the treatment and control groups. The quality of the causal evidence is moderate for education and training outcomes from the follow-up survey because those outcomes were based on a randomized controlled trial in which many people did not complete the follow-up survey, but the authors did account for existing differences between the treatment and control groups. This means we are somewhat confident that the estimated effects are attributable to the WorkAdvance program at the Per Scholas site, but other factors might also have contributed.","the WorkAdvance sectoral training program","Work based and other occupational training","STEM professional, Low income",,"Urban, United States",2016,https://files.eric.ed.gov/fulltext/ED568395.pdf,"Employment and Training Review Protocol"
"The effect of Social Security information on the labor supply and savings of older Americans.","Armour, P., & Lovenheim, M. F. (2016). The effect of Social Security information on the labor supply and savings of older Americans. (Working paper no. 361). Ann Arbor, MI: University of Michigan, Michigan Retirement Research Center.","Older Workers","Study Type: Causal Impact Analysis","Causal Evidence Rating: Moderate Causal Evidence","Employment-Mod/high-Mixed impacts
      
    
  
              


      
            Employment","Summary:

The study examined the impact of the Social Security statements issued by the Social Security Administration (SSA) on older men’s annual hours worked.
The authors used a nonexperimental design and data from Health and Retirement Study surveys and Social Security administrative records to estimate the impacts.
The study found that receiving the first Social Security Statement is associated with a decrease in self-reported annual hours worked and receiving the second Social Security Statement is associated with an increase in self-reported annual hours worked.
The quality of casual evidence presented in this report is moderate because that the study was based on a well-implemented nonexperimental design. This means we are somewhat confident that the estimated effects are attributable to Social Security statements, but other factors might also have contributed.","Social Security statements","Older workers' programs Other disparities or discrimination in employment and earnings","Adult, Older worker, Male",,"United States",2016,,"Employment and Training Review Protocol"
"Men and women expecting to work longer: Do changing work conditions matter?","Moen, P., Kojola, E., Kelly, E.L., & Karakaya, Y. (2016). Men and women expecting to work longer: Do changing work conditions matter? Work, Aging and Retirement, 2(3), 321-344.","Older Workers","Study Type: Causal Impact Analysis","Causal Evidence Rating: Low Causal Evidence","Employment-Low-Favorable impacts
      
    
  
              


      
            Employment","Summary:

The study’s objective was to examine the impact of a work flexibility intervention called STAR (Support. Transform. Achieve. Results) on workers’ expectations of retirement age and bridge jobs.
The study is a randomized controlled trial that uses surveys of workers before the intervention and five years post-intervention.
The study found that receiving STAR was associated with higher expectations of working at age 65 and retiring at age 67 or older.
The quality of causal evidence presented in this report is low because, although it was based on a randomized controlled trial, it had unknown attrition and the authors did not ensure that the groups being compared were similar before the intervention. This means we are not confident that the estimated effects are attributable to STAR; other factors are likely to have contributed.","STAR (Support. Transform. Achieve. Results.)","Work based and other occupational training Other employer services","Adult, Older worker",,"United States",2016,https://experts.umn.edu/en/publications/men-and-women-expecting-to-work-longer-…,"Employment and Training Review Protocol"
"The effect of health reform on retirement.","Levy, H., Buchmueller, T. C., & Nikpay, S. (2015). The effect of health reform on retirement (Research Paper 329). Ann Arbor, MI: Michigan Retirement Research Center.","Older Workers","Study Type: Causal Impact Analysis","Causal Evidence Rating: Low Causal Evidence","Employment-Low-No impacts
      
    
  
              


      
            Employment","Summary:

The study’s objective was to examine the impact of the expansion of Medicaid to low-income adults in 2014 on retirement rates of workers ages 55 to 64.
The authors used a nonexperimental analysis to compare those who lived in an expansion state to those who lived in other states. The study used data from the monthly Current Population Survey from January 2005 through July 2015.
The study found no statistically significant relationships between Medicaid expansion and retirement.
The quality of causal evidence presented in this report is low because the authors did not ensure that the groups being compared were similar before the intervention. This means we are not confident that the estimated effects are attributable to the expansion of Medicaid; other factors are likely to have contributed.","Medicaid expansion","Health insurance Older workers' programs","Adult, Older worker, Low income",,"United States",2015,https://deepblue.lib.umich.edu/handle/2027.42/116062,"Employment and Training Review Protocol"
"The impact of a randomly assigned time and place management initiative on work and retirement expectations.","Cahill, K. E., James, J. B., & Pitt-Catsouphes, M. (2015). The impact of a randomly assigned time and place management initiative on work and retirement expectations. Work, Aging and Retirement, 1(4), 350-368.","Older Workers","Study Type: Causal Impact Analysis","Causal Evidence Rating: Moderate Causal Evidence","Employment-Mod/high-Unfavorable impacts
      
    
  
              


      
            Employment","Summary:

	The study examined the impact of a time and place management (TPM) initiative at a medical provider on retirement expectations among workers ages 50 and older.
	The study was a randomized control trial and used a series of surveys and administrative data to estimate the impact.
	The study found that, when surveyed 12 months after randomization, employees in the treatment group were statistically significantly more likely to expect to directly exit their job as opposed to staying in their current job within the next five years.
	The quality of causal evidence presented in this report is moderate because the study was a randomized controlled trial with high attrition, but the authors did demonstrate that the treatment and control groups were similar before the intervention. This means we are somewhat confident that the estimated effects are attributable to TPM, but other factors might also have contributed.","Time and Placement Management (TPM)","Older workers' programs","Older worker","Health care and social assistance",,2015,https://hrs.isr.umich.edu/publications/biblio/8231,"Employment and Training Review Protocol"
"Employment outcomes among African American and white women with disabilities: Examining the inequalities.","Balcazar, F. E., & Suarez-Balcazar, Y. (2015). Employment outcomes among African American and white women with disabilities: Examining the inequalities. Women, Gender, and Families of Color, 3(2), 144-164.","Older Workers","Study Type: Causal Impact Analysis","Causal Evidence Rating: Low Causal Evidence","Employment-Low-No impacts
      
    
  
              


      
            Employment","Summary:

The study examined the impact of adult vocational rehabilitation (VR) services on employment outcomes for African American and white women.
The authors used a statistical model and data from a Midwestern state VR system to compare the odds of employment after completing VR services for older versus younger women.
The study found no significant difference in employment outcomes between older and younger women who completed VR services.
The quality of causal evidence presented in this report is low because the authors did not ensure that the groups being compared were similar before receiving VR services. This means we are not confident that the estimated effects are attributable to participation in VR services; other factors are likely to have contributed.","Vocational Rehabilitation (VR) Services","Vocational rehabilitation","Adult, Older worker, Female, Black or African American, White, Disability",,"United States",2015,,"Employment and Training Review Protocol"
"The effect of a severe health shock on work behavior: Evidence from different health care regimes.","Datta Gupta, N., Kleinjans, K. J., & Larsen, M. (2015). The effect of a severe health shock on work behavior: Evidence from different health care regimes. Social Science and Medicine, 136-137, 44-51.","Older Workers","Study Type: Causal Impact Analysis","Causal Evidence Rating: Low Causal Evidence","Employment-Low-Favorable impacts
      
    
  
              


      
            Employment","Summary:

The study’s objective was to examine the impact of the national health policies of the United States and Denmark on employment of older workers after a health shock, defined as a new cancer or cardiovascular disease diagnosis.
The authors used a nonexperimental approach to compare the impact of a health shock on the likelihood of nonemployment in the United States’ private multipayer system with Denmark’s nationalized universal health care model. The authors used the data from the RAND Health and Retirement Study survey from 1994 to 2002 and Danish population registers for 1993 to 2001.
The study found no differences between the United States and Denmark in the relationship between a health shock and employment for older workers.
The quality of causal evidence presented in this report is low because the authors did not account for unobserved differences between the countries. This means we are not confident that differences in the association between health shocks and employment in the United States and Denmark are attributable to the national health care policies; other factors are likely to have contributed.","National Healthcare Policy","Health Older workers' programs","Adult, Older worker",,"International, United States",2015,https://www.sciencedirect.com/science/article/pii/S0277953615002816,"Employment and Training Review Protocol"
"How much does access to health insurance influence the timing of retirement?","Coe, N. B., & Goda, G. S. (2015). How much does access to health insurance influence the timing of retirement? (SIEPR Discussion Paper No. 14-007). Stanford, CA: Stanford Institute for Economic Policy Research. City, ST: Publisher.","Older Workers","Study Type: Causal Impact Analysis","Causal Evidence Rating: Low Causal Evidence","Employment-Low-Unfavorable impacts
      
    
  
              


      
            Employment
      


  
      
            Public benefits receipt-Low-No impacts
      
    
  
              


      
            Public benefit receipt","Summary:

The study examined the impact of state-level reforms of health insurance on early retirement and Social Security retirement benefit claims.
The authors used 1996–2010 data from the Health and Retirement Study (HRS) and statistical models to compare the outcomes of individuals in states with state-level reforms of health insurance with those in non-reform states.
The study found that employed individuals in states with non-group health insurance reform were significantly more likely to retire at age 63.
The quality of causal evidence presented in this report is low because the authors did not demonstrate that individuals in states with state-level reforms of health insurance were similar to those in non-reform states. This means we are not confident that the estimated effects are attributable to the non-group health insurance reform; other factors are likely to have contributed.","Retiree Health Insurance","Health insurance Older workers' programs","Adult, Older worker",,"United States",2015,,"Employment and Training Review Protocol"
"Who pays the high health costs of older workers? Evidence from prostate cancer screening mandates.","Bailey, J. (2014). Who pays the high health costs of older workers? Evidence from prostate cancer screening mandates. Applied Economics, 46(32), 3931-3941. doi:10.1080/00036846.2014.948673","Older Workers","Study Type: Causal Impact Analysis","Causal Evidence Rating: Moderate Causal Evidence","Earnings and wages-Mod/high-Unfavorable impacts
      
    
  
              


      
            Earnings and wages
      


  
      
            Employment-Mod/high-Unfavorable impacts
      
    
  
              


      
            Employment","Summary:

The study examined the impact of state mandates that health insurance plans cover prostate cancer screenings on the earnings and employment of men older than age 50
The study used nonexperimental regression analyses to compare older men in states that had enacted a mandate with women, younger men, and older men living in states without a mandate. The author used data from the Current Population Survey(CPS) between 1990 and 2009.
The study found that older men in states with mandates had lower wages and were less likely than the comparison group to be employed.
The quality of causal evidence presented in this study is moderate, because it is a well-implemented nonexperimental study. This means we are somewhat confident that the estimated effects are attributable to the prostrate screening mandate, but other factors might also have contributed.","Prostate cancer screening mandates","Health insurance Older workers' programs","Adult, Older worker, Male",,"United States",2014,https://sites.temple.edu/jamesbailey/files/2013/08/Who-Pays-the-High-Health-Cos…,"Employment and Training Review Protocol"
"Did age discrimination protections help older workers weather the Great Recession?","Neumark, D., & Button, P. (2014). Did age discrimination protections help older workers weather the Great Recession? Journal of Policy Analysis and Management, 33(4), 566-601. doi:10.1002/pam.21762","Older Workers","Study Type: Causal Impact Analysis","Causal Evidence Rating: Moderate Causal Evidence","Employment-Mod/high-Unfavorable impacts
      
    
  
              


      
            Employment","Summary:

The study examined whether the strong age discrimination laws moderated the impact of the Great Recession on employment outcomes of older workers.
The study used statistical models and the data from the 2003–2011 Current Population Survey (CPS) and 2004–2011 Quarterly Workforce Indicators to estimate impacts.
The study found that states with stronger age discrimination laws had experienced increases in unemployment rates, longer unemployment durations, and decreases in hiring rates for some types of older workers relative to younger workers in the months during and following the Great Recession.
The quality of causal evidence presented in this study is moderate because it was based on a well-implemented nonexperimental design. This means we are somewhat confident that the estimated effects are attributable to the differential effect of the Great Recession on older workers in states with strong age discrimination laws, but other factors might also have contributed.","Age Discrimination Laws","Older workers' programs Other disparities or discrimination in employment and earnings","Adult, Older worker, Female, Male",,"United States",2014,https://www.nber.org/papers/w19216,"Employment and Training Review Protocol"
"Exploring gender imbalance among STEM doctoral degree recipients (Issue brief)","Gillen, A., & Tanenbaum, C. (2014, September). Exploring gender imbalance among STEM doctoral degree recipients (Issue brief). Washington, DC: American Institutes for Research.","Women in Science, Technology, Engineering, & Math (STEM)","Study Type: Descriptive Analysis",,,"Summary:

	The study’s main objective was to accurately identify the nature of gender imbalances in the receipt of science, technology, engineering, and mathematics (STEM) degrees, specifically isolating imbalances at the doctoral level.
	Using data from the U.S. Department of Education’s Integrated Postsecondary Education Data System (IPEDS), the authors calculated the ratio of women to men earning doctoral degrees by field, controlling for the number who completed an undergraduate degree in the same field (called “prepared” students).
	The study found that, overall, men are overrepresented in 76 percent of doctoral fields. This means that, after controlling for the number of students who complete an undergraduate degree in a given field, more men than women are completing doctoral degrees in the same field. However, there is slightly less gender imbalance of prepared students earning doctoral degrees in all STEM fields than in non-STEM fields, even though the absolute number of men receiving STEM doctoral degrees is higher.
	The authors suggest that because female undergraduate STEM majors persist from undergraduate to graduate levels at almost the same rate (90 percent as often) as men, gender imbalance must be addressed earlier in the academic pipeline to address overall disparities in the receipt of STEM doctoral degrees.",,"Science, Technology, Engineering, and Math (STEM) programs","Female, Male, STEM professional",,"United States",2014,http://www.air.org/sites/default/files/downloads/report/STEM%20PhDs%20Gender%20…,"Women in Science, Technology, Engineering, & Math (STEM) Review Protocol"
"The economics of federal tax and employment laws: Empirical evidence from three studies.","Figinski, T. F. (2013). The economics of federal tax and employment laws: Empirical evidence from three studies. (Doctoral dissertation). Retrieved from ProQuest. Accession No. 1415455735.","Older Workers","Study Type: Causal Impact Analysis","Causal Evidence Rating: Low Causal Evidence","Earnings and wages-Low-Favorable impacts
      
    
  
              


      
            Earnings and wages
      


  
      
            Employment-Low-Favorable impacts
      
    
  
              


      
            Employment
      


  
      
            Public benefits receipt-Low-Unfavorable impacts
      
    
  
              


      
            Public benefit receipt","Summary:

The study examined the impact of removing the Social Security earnings test on Social Security claims, earnings, and labor force participation for female beneficiaries.
The study used a statistical model and the data from the Social Security Administration’s Benefit and Earnings Public Use File to estimate impacts.
The study found that removing the earnings test was associated with an increase in Social Security claims among women who were primary or spousal beneficiaries and with an increase in average earnings and in labor force participation among women who were primary beneficiaries.
The qaulity of causal evidence presented in this report is low because the authors did not ensure that the groups being compared were similar before the change in Social Security earings test. This means we are not confident that the estimated effects are attributable to the removal of the Social Security earnings test; other factors are likely to have contributed.","Social Security 2000 Earnings Test Removal","Federal retirement benefits Older workers' programs","Adult, Older worker, Female",,"United States",2014,,"Employment and Training Review Protocol"
"Retiree health insurance for public school employees: Does it affect retirement?","Fitzpatrick, M. D. (2014). Retiree health insurance for public school employees: Does it affect retirement? Journal of Health Economics, 38, 88-98.","Older Workers","Study Type: Causal Impact Analysis","Causal Evidence Rating: Low Causal Evidence","Employment-Low-Mixed impacts
      
    
  
              


      
            Employment","Summary:

The study’s objective was to examine the impact of an Illinois Public Schools retiree health insurance program on the retirement rates of eligible staff ages 55 to 75.
The study used a nonexperimental approach to compare the retirement rates of eligible staff with those of staff who were not eligible and staff in years prior to the introduction of the health insurance program who would have been eligible. The author used data from the Illinois Public Schools' Teacher Service Record database from 1970 to 1992.
The study found that eligibility for the program was associated with an overall decrease in retirement age, with eligible staff more likely to retire at ages 55 or 56, but less likely to retire after age 65 compared with those who were not eligible for the program.
The quality of the causal evidence presented in this report is low because the study is a nonexperimental analysis that does not account for possible differences in the groups. This means we are not confident that the estimated effects are attributable to the Illinois Public Schools Teachers Retirement Health Insurance Plan; other factors are likely to have contributed.","Illinois Public Schools Teachers Retirement Health Insurance Plan","Employer provided retirement benefits Health insurance Older workers' programs","Adult, Older worker",,"United States",2014,https://www.nber.org/papers/w19524,"Employment and Training Review Protocol"
"Exploring women engineering faculty’s mentoring networks","Long, Z., Buzzanell, P., Kokini, K., Wilson, R., Batra, J., & Anderson, L. (2013). Exploring women engineering faculty’s mentoring networks. Proceedings of the 2013 American Society for Engineering Education Annual Conference & Exposition, Washington, DC.","Women in Science, Technology, Engineering, & Math (STEM)","Study Type: Descriptive Analysis",,,"Summary:

	
	
		The study described how women in academic STEM positions (compared with corporate environments) constructed their own mentoring networks; it also explored the mentoring configurations female academics preferred as support for their careers.
		The authors conducted in-depth semistructured interviews with seven female engineering faculty at a single large Midwestern university, creating detailed maps of the faculty members’ mentoring networks and evaluating the nature, importance, and perceived value of each connection.
		The study found that the female faculty were generally dissatisfied with formal mentoring relationships and instead sought mentors on their own. Faculty selected these informal mentors from among those with whom they had an existing relationship, such as a friend or co-committee member. Mentees selected multiple mentors with mixed backgrounds and characteristics to serve different purposes (for example, discussing work-life balance or career advancement) and mentees typically had at least one mentor outside of the department or university to discuss more confidential matters. Findings were generally consistent with mentor relationships in a corporate setting.",,"Mentoring Science, Technology, Engineering, and Math (STEM) programs","Female, STEM professional",,"United States",2013,http://www.asee.org/public/conferences/20/papers/6463/download,"Women in Science, Technology, Engineering, & Math (STEM) Review Protocol"
"STEM faculty and parental leave: Understanding an institution’s policy within a national policy context through structuration theory","Schimpf, C., Santiago, M., Hoegh, J., Banerjee, D., & Pawley, A. (2013). STEM faculty and parental leave: Understanding an institution’s policy within a national policy context through structuration theory. International Journal of Gender, Science and Technology, 5(2), 103-125.","Women in Science, Technology, Engineering, & Math (STEM)","Study Type: Descriptive Analysis",,,"Summary:

	This study summarized the role of various factors, both within and outside a university, in shaping use of the university’s parental leave policy.
	The authors conducted semistructured interviews in 2009–2010 with 10 science, technology, engineering and math (STEM) faculty members (7 women and 3 men) at a Midwestern university. The interviews aimed to study the barriers STEM faculty face in using the university’s parental leave policy. The authors analyzed these data using a variety of qualitative coding techniques.
	The study found that faculty under-used the university’s parental leave policy for several reasons. First, the opinions of their department chairs and their peers often shaped faculty’s willingness to take parental leave. If faculty felt that their department heads, fellow faculty members, laboratory personnel, and students were supportive of parental leave policies, they were more willing to participate, because they felt less pressure to maintain their typical teaching and research workload after having a child. Additionally, the authors suggested that both knowledge of the parental leave policy and understanding of what was covered, among both the faculty themselves and their supervisors and administrators, was important to ensure that the policy was applied correctly in each specific case.
	The study also noted that faculty saw limitations in the university’s policy because it did not cover professional obligations outside the school, including writing and revising journal articles or managing externally funded laboratory experiments.",,"Other employer services Science, Technology, Engineering, and Math (STEM) programs","STEM professional, Parent",,"United States",2013,,"Women in Science, Technology, Engineering, & Math (STEM) Review Protocol"
"The link between pensions and retirement timing: Lessons from California teachers.","Brown, K. M. (2013). The link between pensions and retirement timing: Lessons from California teachers. Journal of Public Economics, 98(C), 1-14.","Older Workers","Study Type: Causal Impact Analysis","Causal Evidence Rating: Low Causal Evidence","Employment-Low-Favorable impacts
      
    
  
              


      
            Employment","Summary:

The study examined the impact of pension reform under the California State Teachers’ Retirement System (CalSTRS) on retirement timing.
The author used a statistical model and data from retirement-eligible employees in Los Angeles Unified School District from 1997 to 2000 to estimate the impact.
The study found public school employees were more likely to work an extra year in response to changes in pension plans that provided additional bonuses tied to age and tenure.
The quality of causal evidence presented in this report is low because the authors did not ensure that the groups being compared were similar before the changes in CalSTRS. This means we are not confident that the estimated effects are attributable to the changes in CalSTRS; other factors are likely to have contributed.","CalSTRS Defined Benefit Program","Older workers' programs Other wages and benefits","Adult, Older worker",,"United States",2013,https://eml.berkeley.edu//~saez/course/brown_jpube13.pdf,"Employment and Training Review Protocol"
"Accelerating change for women faculty of color in STEM: Policy, action, and collaboration","Institute for Women’s Policy Research. (2013). Accelerating change for women faculty of color in STEM: Policy, action, and collaboration. Washington, DC: Institute for Women’s Policy Research.","Women in Science, Technology, Engineering, & Math (STEM)","Study Type: Descriptive Analysis",,,"Summary:

	
	
		This report highlighted a 2013 convening of stakeholders who discussed barriers to becoming successful STEM faculty for black, Hispanic, and Native American women, and strategies to overcome those barriers. The Institute for Women’s Policy Research organized the convening.
		The report was compiled from a series of conference sessions presented at the convening by about 50 experts from various academic, political, corporate, and community sectors. Session topics included the current status of women of color in STEM, areas of progress and nonprogress, and current initiatives to increase the representation of women of color in STEM faculty positions. Attendees provided recommendations for improvement.
		Conference representatives identified three main barriers to the advancement of minority female faculty: workplace climate policies that did not meet the needs of female faculty of color, a lack of multicultural perspectives, and a lack of embracement of diversity in academic departments. Health, financial, and family issues and obligations; high community service demands; and a lack of social support also created unique challenges for this population.
		Recommendations for improvement included raising awareness of underrepresentation of minority women in STEM faculty positions, monitoring and publicizing institutions’ progress on diversity in STEM faculty, and tailoring faculty mentoring programs or tools to effectively serve female faculty of color.",,"Science, Technology, Engineering, and Math (STEM) programs Other disparities or discrimination in employment and earnings","Female, STEM professional, Black or African American, Hispanic of any race, American Indian or Alaska Native","Professional, scientific, and technical services","United States",2013,http://www.iwpr.org/publications/pubs/accelerating-change-for-women-faculty-of-…,"Women in Science, Technology, Engineering, & Math (STEM) Review Protocol"
"When trying hard isn’t natural: Women’s belonging with and motivation for male-dominated STEM fields as a function of effort expenditure concerns","Smith, J., Lewis, K., Hawthorne, L., & Hodges, S. (2013). When trying hard isn’t natural: Women’s belonging with and motivation for male-dominated STEM fields as a function of effort expenditure concerns. Personality & Social Psychology Bulletin, 39(2), 131-143. [Study 3]","Women in Science, Technology, Engineering, & Math (STEM)","Study Type: Causal Impact Analysis","Causal Evidence Rating: Low Causal Evidence","Attitudes-Low-Favorable impacts
      
    
  
              


      
            Attitudes","Summary:


The study examined the effect of providing information about effort requirements to succeed in a fictitious male-dominated eco-psychology master’s program on female students’ attitudes toward their ability to succeed in this field.
The authors randomly assigned 48 female undergraduates to receive one of four verbal messages from an advisor about their ability to succeed in a fictitious master’s program in eco-psychology; the women also received a printed brochure distributed to all study groups. The messages varied in terms of emphasis placed on students’ ability versus level of effort. Specifically, three of the message groups conveyed that student success depended on (1) their natural ability (natural ability group), (2) putting in more effort than peers (more effort group), or (3) putting in the same high level of effort as peers (normal effort group). The advisors did not discuss effort requirements with the fourth group that served as a control group (the no information group). Students then immediately completed a questionnaire measuring self-doubt, perceived confidence, future interest in eco-psychology, and how well they thought they would fit into the program.
The study found that students in the normal effort group exhibited a significantly higher sense of academic belonging to and future interest in the eco-psychology program than the other three groups. They also had higher perceived competence compared with the more effort group and exhibited lower self-doubt than the no information and more effort groups.
The quality of causal evidence presented in this report is low because the authors did not include sufficient controls in their analysis to account for differences between each group, which is required of randomized controlled trials (RCTs) with high attrition. This means we are not confident that the estimated effects are attributable to the type of message the study participants received; other factors are likely to have contributed.",,"Science, Technology, Engineering, and Math (STEM) programs","Female, STEM professional",,"United States",2013,,"Women in Science, Technology, Engineering, & Math (STEM) Review Protocol"
"The impact of uncapping of mandatory retirement on postsecondary institutions.","Weinberg, S. L., & Scott, M. A. (2013). The impact of uncapping of mandatory retirement on postsecondary institutions. Educational Researcher, 42(6), 338-348.","Older Workers","Study Type: Causal Impact Analysis","Causal Evidence Rating: Low Causal Evidence","Employment-Low-Favorable impacts
      
    
  
              


      
            Employment","Summary:

The study examined the impact of uncapping mandatory retirement on retirement ages at postsecondary institutions
The study used a statistical model to examine the age of retirement before and after the policy change in 1993. It used data on faculty’s employment and retirement from a research university with multiple schools.
The study found that uncapping was associated with a statistically significant increase in the retirement age among those who retired from the university.
The quality of causal evidence presented in this report is low because the authors did not ensure that the groups being compared were similar nor did they control for differences between the groups. This means we are not confident that the estimated effects are attributable to the federal Age Discrimination in Employment Act (ADEA); other factors are likely to have contributed.","Age Discrimination Employment Act (ADEA)","Federal retirement benefits Older workers' programs","Adult, Older worker",,"United States",2013,https://www.researchgate.net/publication/258134776_The_Impact_of_Uncapping_of_M…,"Employment and Training Review Protocol"
"Training and retirement patterns.","Montizaan, R., Cörvers, F., & de Grip, A. (2013). Training and retirement patterns. Applied Economics, 45(15), 1991-1999. doi:10.1080/00036846.2011.646066","Older Workers","Study Type: Causal Impact Analysis","Causal Evidence Rating: Low Causal Evidence","Employment-Low-Unfavorable impacts
      
    
  
              


      
            Employment","Summary:

The study’s objective was to examine the impact of firm-specific training and general training on older men’s retirement decisions
The study used a nonexperimental design and data from the U.S. National Longitudinal Survey of Older Men for 1966 to 1983 to estimate impacts.
The study found that workers with firm-specific training were more likely to retire within the time period studied and to have jobs with a mandatory retirement age than workers without firm-specific training.
The quality of causal evidence presented in this report is low because the authors did not ensure that the groups being compared were similar before receiving training and did not account for self-selection into training. This means we are not confident that the estimated effects are attributable to firm-specific or general training; other factors are likely to have contributed.","Firm-specific & General Training","Work based and other occupational training","Adult, Older worker, Male",,"United States",2013,https://www.researchgate.net/publication/236021967_Training_and_retirement_patt…,"Employment and Training Review Protocol"
"When trying hard isn’t natural: Women’s belonging with and motivation for male-dominated STEM fields as a function of effort expenditure concerns","Smith, J., Lewis, K., Hawthorne, L., & Hodges, S. (2013). When trying hard isn’t natural: Women’s belonging with and motivation for male-dominated STEM fields as a function of effort expenditure concerns. Personality & Social Psychology Bulletin, 39(2), 131-143. [Study 2]","Women in Science, Technology, Engineering, & Math (STEM)","Study Type: Causal Impact Analysis","Causal Evidence Rating: Low Causal Evidence","Attitudes-Low-Unfavorable impacts
      
    
  
              


      
            Attitudes","Summary:


The study’s objective was to examine the impact of male-dominated marketing of a fictitious eco-psychology program on female students’ interest in pursuing the program.
Authors randomly assigned 49 female students in an introductory psychology course to receive a brochure about a fictitious one-year master’s program in eco-psychology that was presented as either male-dominated or gender-neutral. Students were then asked to rate their motivation to enroll in the program.
The study found that female students who read the male-dominated brochure displayed statistically significantly lower interest in pursuing the program than those in the gender-neutral group.
The quality of causal evidence presented in this report is low because the authors did not include sufficient controls in their analysis to account for differences between the treatment and comparison groups. This means we are not confident that the estimated effects are attributable to type of brochure reviewed; other factors are likely to have contributed.",,"Science, Technology, Engineering, and Math (STEM) programs","Female, STEM professional",,"United States",2013,,"Women in Science, Technology, Engineering, & Math (STEM) Review Protocol"
"Does retiree health insurance encourage early retirement?","Nyce, S., Schieber, S. Shoven, J. B., Slavov, S., & Wise, D. A. (2013). Does retiree health insurance encourage early retirement? Journal of Public Economics, 104, 40-51.","Older Workers","Study Type: Causal Impact Analysis","Causal Evidence Rating: Low Causal Evidence","Employment-Low-Unfavorable impacts
      
    
  
              


      
            Employment","Summary:

The study’s objective was to examine the impact of employer-provided retiree health insurance on early retirement.
The authors used a nonexperimental design to compare early retirement outcomes of employees who are eligible for retiree health insurance with that of those who have no coverage.
The study found that people who were employed at age 57 and eligible for employer-subsidized retiree health coverage were significantly more likely to retire at ages 62 to 64 (before becoming eligible for Medicare at age 65) compared with those with no coverage.
The quality of causal evidence presented in this report is low because the authors did not account for other factors that could have affected the difference between the treatment and comparison groups. This means we are not confident that the estimated effects are attributable to retiree health insurance; other factors are likely to have contributed.","Retiree Health Insurance","Employer provided retirement benefits Older workers' programs","Adult, Older worker",,"United States",2013,https://www.ncbi.nlm.nih.gov/pmc/articles/PMC3770310/,"Employment and Training Review Protocol"
"Why academic STEM mothers feel they have to work harder than others on the job","Kmec, J. (2013a). Why academic STEM mothers feel they have to work harder than others on the job. International Journal of Gender, Science, & Technology, 5(2), 80-101.","Women in Science, Technology, Engineering, & Math (STEM)","Study Type: Descriptive Analysis",,,"Summary:

	This report analyzed faculty members’ perceptions of how hard they have to work at their job based on their sex and parental status, specifically in the context of science, technology, engineering, and mathematics (STEM) disciplines that are typically characterized by a masculine work culture. The objective was to contribute to the knowledge base on gender issues in academic professions and the specific challenges that working mothers in STEM fields face.
	The study used data from the 2011 Faculty Caregiving and Workplace and Culture survey administered online to about 300 tenure-line faculty members in all disciplines at a large public U.S. university. The author conducted regression analyses to estimate the link between faculty members’ sex, parental status, academic discipline, and their level of agreement with the statement, “My job requires me to work very hard.” The regression controlled for several factors that might affect faculty members’ perceptions of how hard they have to work at their job, such as length of time at current institution, academic rank, perceived job demand levels, feelings of being valued, marital status, age of children, household/family responsibilities, and degree to which household responsibilities are perceived to affect job performance.
	The study found that mothers in STEM fields were more likely to strongly agree that they have to work very hard at their job, compared to fathers in both STEM and non-STEM fields and mothers in non-STEM fields, after controlling for a number of factors related to perceptions of effort required. Specifically, fathers in STEM and non-STEM fields were 84 percent and 92 percent less likely, respectively, to strongly agree that they have to work very hard at their job than mothers in STEM fields. Similarly, mothers in non-STEM fields were about 81 percent less likely than mothers in STEM fields to agree that they have to work very hard at their job.",,"Science, Technology, Engineering, and Math (STEM) programs Other disparities or discrimination in employment and earnings","Female, Male, STEM professional, Parent",,"United States",2013,,"Women in Science, Technology, Engineering, & Math (STEM) Review Protocol"
"The impact of career mentoring and psychosocial mentoring on affective organizational commitment, job involvement, and turnover intention","Craig, C. A., Allen, M. W., Reid, M. F., Riemenschneider, C. K., & Armstrong, D. J. (2013). The impact of career mentoring and psychosocial mentoring on affective organizational commitment, job involvement, and turnover intention. Administration & Society, 45(8), 949–973. doi:10.1177/0095399712451885","Apprenticeship and Work-Based Training","Study Type: Causal Impact Analysis","Causal Evidence Rating: Low Causal Evidence","Employment-Low-Mixed impacts
      
    
  
              


      
            Employment","Summary:

	This study examines the relationship between mentoring and employees’ employment outcomes. Specifically, the study examines the relationship between psychosocial mentoring and turnover intention.
	The authors used a statistical model in a nonexperimental analysis to determine the relationship between mentoring and employment outcomes using data from a convenience sample of information technology (IT) staff in one state agency of a state located in the south-central region of the United States.
	The study found a statistically significant favorable relationship between one type of mentoring, psychosocial mentoring, and turnover intention. In other words, if a respondent reported participating in psychosocial mentoring, they tended to be less likely to intend to leave the job. There was no statistically significant relationship between the other type of mentoring in the study, career mentoring, and turnover intention.
	The quality of causal evidence presented in this report is low because the authors did not ensure that the groups compared were similar before the intervention. This means we are not confident that the estimated relationships are attributable to psychosocial mentoring; other factors are likely to have contributed.",,Mentoring,"STEM professional","Professional, scientific, and technical services","United States",2013,https://journals.sagepub.com/doi/10.1177/0095399712451885,"Employment and Training Review Protocol"
"Not lack of ability but more choice: Individual and gender differences in choice of careers in science, technology, engineering, and mathematics","Wang, M., Eccles, J., & Kenny, S. (2013). Not lack of ability but more choice: Individual and gender differences in choice of careers in science, technology, engineering, and mathematics. Psychological Science, 24(5), 770-775.","Women in Science, Technology, Engineering, & Math (STEM)","Study Type: Descriptive Analysis",,,"Summary:

	This paper examined whether people with high math and verbal abilities were more likely to work in STEM occupations at the age of 33 compared with people with high math but only moderate verbal abilities. The authors also considered whether employment in STEM occupations varied by gender.
	The authors surveyed 1,490 people drawn from a national longitudinal study in the United States—once in 1992 when the respondents were in 12th grade and again in 2007 when the respondents were 33 years old—to ask about occupation type. They also collected math and verbal Scholastic Assessment Test (SAT) scores for these people, as well as the number of high school mathematics courses taken and parental reports of parental education and family income. The authors used regression analyses of longitudinal survey data and other descriptive statistical techniques.
	The study found that students’ high school math and verbal abilities predicted whether they worked in a STEM field at age 33. Of those with moderate verbal and high math abilities, 49 percent worked in a STEM job at age 33, whereas only 34 percent of those with both high verbal and math abilities worked in a STEM job. Though more women were in the high math and high verbal abilities group than men, the likelihood of someone with both high math and verbal abilities choosing to work in a STEM occupation did not vary by gender but did vary by the individual’s self-perception on abilities in math in 12th grade.
	The authors argued that people with high math and high verbal abilities could find a wider variety of jobs that fit their skill sets, which might explain why fewer of those in this group pursued STEM careers than those with high math but moderate verbal abilities.",,"Science, Technology, Engineering, and Math (STEM) programs","Female, Male, STEM professional",,"United States",2013,,"Women in Science, Technology, Engineering, & Math (STEM) Review Protocol"
"Perfectionism moderates stereotype threat effects on STEM majors’ academic performance","Rice, K., Lopez, F., Richardson, C., & Stinson, J. (2013). Perfectionism moderates stereotype threat effects on STEM majors’ academic performance. Journal of Counseling Psychology, 60(2), 287-293.","Women in Science, Technology, Engineering, & Math (STEM)","Study Type: Causal Impact Analysis","Causal Evidence Rating: Low Causal Evidence","Education and skills gains-Low-No impacts
      
    
  
              


      
            Education and skills gains","Summary:


The study’s objective was to examine the impact of “stereotype threat priming” on students’ grades in postsecondary science, technology, engineering, and mathematics (STEM) courses and on self-reported feelings of self-efficacy in science. The authors argued that women and racial minorities perform worse in certain fields, such as STEM, when they feel threatened by stereotypes implying that their gender or race makes them inferior to their male or white peers. For this study, the authors primed treatment students to think about their gender, race, and ethnicity before completing a survey to measure self-efficacy in science. This priming was intended to make feelings of stereotype threat more acute.
The study randomly assigned students majoring in a STEM field to either the treatment group, which received stereotype threat priming before taking the survey, or the control group, which took the same survey but did not receive stereotype threat priming. The authors collected data from an author-generated online survey on feelings of self-efficacy and from academic records for course grades.
The study found that the stereotype threat priming had no significant effects by gender when comparing outcomes for the treatment and control groups.
The quality of causal evidence presented in this report is low because this is a randomized controlled trial with unknown attrition, and the authors did not control for background characteristics likely to affect the outcomes of interest. This means we are not confident that the estimated effects would have been attributable to stereotype threat priming; other factors are likely to have contributed.","the Evaluation of Stereotype Threat Priming","Science, Technology, Engineering, and Math (STEM) programs Other disparities or discrimination in employment and earnings","Other barriers, Female, STEM professional",,"United States",2013,,"Women in Science, Technology, Engineering, & Math (STEM) Review Protocol"
"Do stronger age discrimination laws make Social Security reforms more effective?","Neumark, D., & Song, J. (2013). Do stronger age discrimination laws make Social Security reforms more effective? Journal of Public Economics, 108, 1-16.","Older Workers","Study Type: Causal Impact Analysis","Causal Evidence Rating: Moderate Causal Evidence","Employment-Mod/high-Mixed impacts
      
    
  
              


      
            Employment
      


  
      
            Public benefits receipt-Mod/high-Favorable impacts
      
    
  
              


      
            Public benefit receipt","Summary:

The study examined whether the strength of state age discrimination protections affected rates of Social Security benefit claiming and employment outcomes of older workers.
The study used a nonexperimental design and the data on Social Security claiming and employment outcomes from the Health and Retirement Study (HRS) to estimate the impacts.
The study found that among older men affected by the 1983 Social Security reform, age discrimination protections were associated with increases in employment rates between age 62 and the full retirement age and delayed benefit claiming.
The quality of casual evidence presented in this report is moderate because the study was based on a well-implemented nonexperimental design. This means we are somewhat confident that the estimated effects are attributable to state age discrimination laws, but other factors might also have contributed.","The 1983 Social Security Reform","Older workers' programs Other disparities or discrimination in employment and earnings","Adult, Older worker, Male",,"United States",2013,https://ideas.repec.org/a/eee/pubeco/v108y2013icp1-16.html,"Employment and Training Review Protocol"
"Income tax and older American workers’ job transition into self-employment.","Choi, S. (2012). Income tax and older American workers’ job transition into self-employment. Korea and the World Economy, 13(2), 189-214.","Older Workers","Study Type: Causal Impact Analysis","Causal Evidence Rating: Low Causal Evidence","Employment-Low-Unfavorable impacts
      
    
  
              


      
            Employment","Summary:

The study examined the effect of a progressive income tax on the likelihood of transitioning to self-employment among older workers.
The study used a nonexperimental approach (the exponential hazard model) that compared the likelihood of transitioning from a wage job to self-employment based on the marginal taxes a worker would expect to pay. The author used the data from the Health and Retirement Study in 1992 matched to the Social Security Administration Master Earnings File from 1980 to 1991, which contains W-2 records of earnings from both wage work and self-employment.
The study found that a more progressive tax (that is, a tax schedule that increases sharply toward the higher end) or higher marginal tax rates reduces the likelihood of entering self-employment.
The quality of causal evidence presented in this report is low because the author did not ensure that the groups with higher or lower marginal tax rates were similar before a change in the tax schedule. This means we are not confident that the estimated effects are attributable to changes in marginal taxes; other factors are likely to have contributed.","Progressive Income Tax","Other employment and reemployment","Adult, Older worker, Employed",,"United States",2012,,"Employment and Training Review Protocol"
"The efficacy of supported employment for middle-aged and older people with schizophrenia.","Twamley, E. W., Vella, L., Burton, C. Z., Becker, D. R., Bell, M. D., & Jeste, D. V. (2012). The efficacy of supported employment for middle-aged and older people with schizophrenia. Schizophrenia Research, 135(1-3), 100-104.","Older Workers","Study Type: Causal Impact Analysis","Causal Evidence Rating: Low Causal Evidence","Earnings and wages-Low-Favorable impacts
      
    
  
              


      
            Earnings and wages
      


  
      
            Employment-Low-Favorable impacts
      
    
  
              


      
            Employment","Summary:

The study examined the impact of Individual Placement and Support (IPS) on competitive employment for older people with schizophrenia
The study was a randomized controlled trial (RCT) conducted at a community mental health clinic and used weekly work logs cross-referenced with pay stubs to measure employment outcomes over a 12-month period.
The study found that IPS was positively associated with employment and earnings.
The quality of causal evidence presented in this report is low because the RCT has a confounding factor. This means we are not confident that the estimated effects are attributable to the IPS program; other factors are likely to have contributed.","Individual Placement and Support and Vocational Rehabilitation Program","Health Individuals facing barriers to employment Job search assistance and supportive services","Adult, Older worker, Disability",,"United States",2012,https://psycnet.apa.org/record/2011-30184-001,"Employment and Training Review Protocol"
"Transformative graduate education programs: An analysis of impact on STEM and non-STEM Ph.D. completion","Kniola, D., Chang, M., & Olsen, D. (2012). Transformative graduate education programs: An analysis of impact on STEM and non-STEM Ph.D. completion. Higher Education, 63(4), 473–495. doi:10.1007/s10734-011-9453-8","Women in Science, Technology, Engineering, & Math (STEM)","Study Type: Causal Impact Analysis","Causal Evidence Rating: Low Causal Evidence","Education and skills gains-Low-Favorable impacts
      
    
  
              


      
            Education and skills gains","Summary:

The study’s objective was to determine whether universities participating in Transformative Graduate Education Programs (TGPs) conferred a greater number of science, technology, engineering, and mathematics (STEM) doctoral degrees, particularly to women and underrepresented candidates of color. The study also examined whether TGPs resulted in a greater number of non-STEM doctoral degrees, but that is not the focus of this review.
The authors analyzed data from the Integrated Postsecondary Education Data System to estimate the impact of a university’s participation in one of seven TGPs during the 2003–2005 period, controlling for institutional characteristics.
The study found that TGPs were associated with a higher number of doctoral degrees awarded in STEM fields to women across all institutions.
The quality of causal evidence presented in this report is low. This means we are not confident that the estimated effects are attributable to universities’ participation in TGPs. Other factors are likely to have contributed.","Transformative Graduate Education Programs (TGPs)","Science, Technology, Engineering, and Math (STEM) programs","Other barriers, Female, STEM professional",,"United States",2012,,"Women in Science, Technology, Engineering, & Math (STEM) Review Protocol"
"Tax elasticity of labor earnings for older individuals","Alpert, A. & Powell, D. (2012). Tax elasticity of labor earnings for older individuals. (Report no. 2012-272). Ann Arbor, MI: University of Michigan Retirement Research Center, University of Michigan.","Older Workers","Study Type: Causal Impact Analysis","Causal Evidence Rating: Moderate Causal Evidence","Earnings and wages-Mod/high-Favorable impacts
      
    
  
              


      
            Earnings and wages
      


  
      
            Employment-Mod/high-Favorable impacts
      
    
  
              


      
            Employment","Summary:

The study examined the impact of tax changes on people’s employment, retirement, and labor income outcomes.
The study uses a nonexperimental approach and the data from the Health and Retirement Study to estimate the effect.
The study found positive statistically significant relationships between increases in after-tax labor income and the employment of men and women as well as the delay in retirement for men. The study also found a positive statistically significant relationship between increases in the marginal net-of-tax rate and earnings for women.
The quality of causal evidence presented in this report is moderate because it was based on a well-implemented nonexperimental design. This means we are somewhat confident that the estimated effects are attributable to tax changes from the Economic Growth and Tax Relief Reconciliation Act (EGTRRA), the Jobs and Growth Tax Relief Reconciliation Act (JGTRRA), and their marriage tax penalty relief provision, but other factors might also have contributed.","Tax Changes","Older workers' programs Other employment and reemployment","Adult, Older worker",,"United States",2012,https://deepblue.lib.umich.edu/bitstream/handle/2027.42/94533/wp272.pdf?sequenc…,"Employment and Training Review Protocol"
"Gender and career outcomes of U.S. engineers","Frehill, L. (2012). Gender and career outcomes of U.S. engineers. International Journal of Gender, Science and Technology, 4(2), 149-166.","Women in Science, Technology, Engineering, & Math (STEM)","Study Type: Descriptive Analysis",,,"Summary:

	This study addressed two research questions concerning the retention rates of engineers in the United States: whether more women leave the engineering field because of family-related concerns than men and whether more women than men move into managerial work.
	The author analyzed data from the National Science Foundation’s public use Science and Engineering Statistical Data System (SESTAT) for 2006. SESTAT includes three surveys: the National Survey of College Graduates, the National Survey of Recent College Graduates, and the Survey of Doctorate Recipients. The study sample was 17,004 people.
	The study found that the retention rate for women in the engineering field was 70 percent, compared with 86 percent retention for men, and more women cited family-related issues as a reason for departure than did men. However, family-related issues were not the main reason for leaving the engineering field for either gender—female respondents noted a change in career or professional interests as their main reason for departure, whereas a lack of pay or promotion opportunities were the main reasons cited by men.
	The study also found that women engineers were less likely to currently hold management positions compared with male respondents. For example, 49 percent of male respondents indicated that they supervised employees in their current position, compared with 33 percent of female respondents.",,"Science, Technology, Engineering, and Math (STEM) programs Other disparities or discrimination in employment and earnings","Female, Male, STEM professional",,"United States",2012,,"Women in Science, Technology, Engineering, & Math (STEM) Review Protocol"
"Underneath it all: Gender role identification and women chemists’ career choices","Grunert, M., & Bodner, G. (2011). Underneath it all: Gender role identification and women chemists’ career choices. Science Education International, 22(4), 292-301.","Women in Science, Technology, Engineering, & Math (STEM)","Study Type: Descriptive Analysis",,,"Summary:

	This study examined the career perspectives and decisions of women earning doctorates in chemistry in the United States. Specifically, the study looked at the factors women considered when making career decisions, their perceptions of different careers, and the factors that motivated their career choices.
	The researchers conducted three interviews with each of 10 participants at two large research universities in the Midwest. All participants were one or two years away from completing their doctorate in chemistry. The study analyzed the data collected to develop a career decision-making model for women in chemistry doctorate programs.
	The study found that most participants made career decisions based on their perceptions of the lifestyle required to be successful. Most participants believed that a tenure-track position in a chemistry department was at odds with the traditional female role of primary caretaker in the home. Both single and married women believed that pursuing a research-intensive career would require sacrificing time with family and delaying having children, whereas the sole lesbian participant stated that she did not feel confined to a traditional female family role and was not opposed to the heavy work requirement of a tenure-track university position.
	The study also found that women perceived female faculty in their departments to exhibit masculine traits, and believed that it would be necessary to adopt a more masculine personality to be respected and successful in a chemistry department.",,"Science, Technology, Engineering, and Math (STEM) programs","Female, STEM professional",,"United States",2011,,"Women in Science, Technology, Engineering, & Math (STEM) Review Protocol"
"Recruitment strategies for gender equity: Lessons from cohort 1 and cohort 2 advance institutions","Zajicek, A., Morimoto, S., Terdalkar, A., Hunt, V., Rencis, J., & Lisnic, R. (2011). Recruitment strategies for gender equity: Lessons from cohort 1 and cohort 2 advance institutions. Washington, DC: American Society for Engineering Education.","Women in Science, Technology, Engineering, & Math (STEM)","Study Type: Causal Impact Analysis","Causal Evidence Rating: Low Causal Evidence","Employment-Low-No impacts
      
    
  
              


      
            Employment","Summary:


The study’s objective was to evaluate the effectiveness of the ADVANCE institutional transformation program (ADVANCE-IT), sponsored by the National Science Foundation (NSF), on the recruitment of female engineering faculty at participating U.S. colleges and universities.
The authors used program implementation and outcome data obtained from seven participating colleges and universities to compare the number of female engineering faculty before and after institutions participated in the intervention.
The study found no statistically significant relationships between participation in the ADVANCE-IT program and the number of female assistant professors at those institutions.
The quality of causal evidence presented in this study is low because the authors conducted no tests of statistical significance and did not observe outcomes for multiple periods before the intervention. This means we are not confident that the estimated effects would have been attributable to the ADVANCE-IT program; other factors are likely to have contributed.","NSF’s ADVANCE-IT Program","Science, Technology, Engineering, and Math (STEM) programs Other disparities or discrimination in employment and earnings","Female, STEM professional",,"United States",2011,http://www.asee.org/file_server/papers/attachment/file/0001/1532/Recruitment_St…,"Women in Science, Technology, Engineering, & Math (STEM) Review Protocol"
"Gender Equity in Science and Engineering: Advancing Change in Higher Education","Bilimoria, D., & Liang, X. (2011). Gender Equity in Science and Engineering: Advancing Change in Higher Education. New York: Routledge.","Women in Science, Technology, Engineering, & Math (STEM)","Study Type: Causal Impact Analysis","Causal Evidence Rating: Low Causal Evidence","Employment-Low-Favorable impacts
      
    
  
              


      
            Employment","Summary:

The study’s objective was to evaluate the effectiveness of the ADVANCE institutional transformation program (ADVANCE-IT) sponsored by the National Science Foundation (NSF) in advancing women’s representation among science, technology, engineering, and mathematics (STEM) faculty in U.S. colleges and universities.
The authors used program implementation and outcome data obtained from 19 participating colleges and universities to examine program initiatives, actions, and outcomes of ADVANCE-IT institutions. The analysis of interest in this review compared the changes in proportions of female STEM faculty in institutions that were implementing ADVANCE-IT programs to national reference groups over the course of the program period, by faculty rank and by type of institution.
The study found that the ADVANCE-IT program was effective in increasing the number of female STEM faculty at all ranks in four-year colleges and research universities.
The quality of causal evidence presented in this study is low. This means we are not confident that the estimated effects are attributable to the ADVANCE-IT program. Other factors are likely to have contributed.","the ADVANCE Program","Other disparities or discrimination in employment and earnings Science, Technology, Engineering, and Math (STEM) programs","Female, STEM professional",,"United States",2011,,"Women in Science, Technology, Engineering, & Math (STEM) Review Protocol"
"Sex differences in application, success, and funding rates for NIH extramural programs","Pohlhaus, J.R., Jiang, H., Wagner, R.M., Schaffer, W.T., & Pinn, V.W. (2011). Sex differences in application, success, and funding rates for NIH extramural programs. Academic Medicine, 86(6), 759-767.","Women in Science, Technology, Engineering, & Math (STEM)","Study Type: Descriptive Analysis",,,"Summary:

	The study's objective was to analyze gender differences in the award of National Institutes of Health (NIH) extramural grants in the 2008 fiscal year. This research was intended to inform efforts to improve diversity in award funding.
	Using data from the NIH Information for Management, Planning, Analysis, and Coordination electronic Research Administration database, the authors conducted cross-sectional analyses of funding rates (the percentage of applicants who received funding) and success rates (the percentage of reviewed grant applications that received funding), by career stage (early, mid, and senior) and by gender. The authors also conducted analyses specific to the prestigious R01 award—the only award not intended for a specific career stage—including a longitudinal analysis of researchers transitioning to R01 awards or applying for renewal of R01 awards.
	Overall, women tended to be as likely as men to receive NIH research and training awards in 2008, and applied for and received similar award amounts. In the R01 program, women had a similar success rate as men but a lower funding rate, which seemed to be caused by a lower rate of award among experienced applicants submitting proposals for award renewal. The longitudinal analysis confirmed that women were less likely than men to apply and receive funding for new or renewal R01 awards. Finally, fewer older women applied for and received funding, and recipients of multiple awards were more likely to be men. The authors suggest that these findings are consistent with national data showing fewer older women work in the field and are employed in senior positions.",,"Science, Technology, Engineering, and Math (STEM) programs Other disparities or discrimination in employment and earnings","STEM professional",,"United States",2011,,"Women in Science, Technology, Engineering, & Math (STEM) Review Protocol"
"Evolution of a faculty mentoring program for STEM women","Nemiro, J., Hacker, B., Tucker, S., Ferrel, M., Prall, D., & Dejonghe, E. (2011). Evolution of a faculty mentoring program for STEM women. International Journal of Gender, Science and Technology, 3(3), 644-658.","Women in Science, Technology, Engineering, & Math (STEM)","Study Type: Descriptive Analysis",,,"Summary:

	This case study described implementation of a STEM mentoring program for female faculty at a polytechnic institution, including sucesses, challenges, and lessons learned.
	After each of three phases of program implementation, study authors administered participant surveys to capture satisfaction and usefulness of the program. They also accessed administrative data on current employment status of female STEM faculty at the institution.
	The surveys reflected that 80 percent of participants were satisfied with the program, finding it valuable for networking with colleagues, accessing department or college resources, and gaining advice on teaching strategies and achieving a work/life balance.
	A preliminary look at teacher retention showed program participants staying at the college at a higher rate than female STEM faculty who did not participate in the mentoring program.",,"Mentoring Science, Technology, Engineering, and Math (STEM) programs","Female, STEM professional",,"United States",2011,,"Women in Science, Technology, Engineering, & Math (STEM) Review Protocol"
"Labor market rigidities and the employment behavior of older workers.","Blau, D., & Shvydko, T. (2011). Labor market rigidities and the employment behavior of older workers. Industrial and Labor Relations Review, 64(3), 464-484.","Older Workers","Study Type: Causal Impact Analysis","Causal Evidence Rating: Low Causal Evidence","Employment-Low-Favorable impacts
      
    
  
              


      
            Employment","Summary:

The study’s objective was to examine the impact of flexibility in hours of work on the likelihood that older workers separate from an employer.
The study used a statistical model to compare the job exit behavior of older and younger workers in firms with different shares of women younger than age 30. The analysis used monthly data on workers ages 45 to 69 in the Survey of Income and Program Participation from 1990 to 2001 matched to employers in the Longitudinal Employment and Household Dynamics data.
The study found that workers in their sixties who work for employers with a higher share of women younger than age 30 are less likely to experience job separations compared with workers in their late 40s to mid-50s.
The quality of causal evidence presented in this report is low because the groups being compared might not be similar before leaving their employer. This means we are not confident that the estimated effects are attributable to employment flexibility, other factors are likely to have contributed.","Employment flexibility","Other employer services","Adult, Older worker",,"United States",2011,https://www.jstor.org/stable/41149475?seq=1#page_scan_tab_contents,"Employment and Training Review Protocol"
"Stemming inequality? Employment and pay of female and minority scientists and engineers in the federal and private sectors","Oh, S., & Lewis, G. (2011). Stemming inequality? Employment and pay of female and minority scientists and engineers in the federal and private sectors. Social Science Journal, 48(2), 397-403.","Women in Science, Technology, Engineering, & Math (STEM)","Study Type: Descriptive Analysis",,,"Summary:

	The study investigated the relationships among sector (federal or private); science, technology, engineering, and mathematics (STEM) occupation; gender or racial minority status; and earnings to determine whether federal- or private-sector STEM positions offer the greatest financial opportunities for female and racial minority STEM professionals.
	The authors compared the earnings of male and female STEM and non-STEM public sector employees in 1983 and 2003 using a 1 percent sample of the Office of Personnel Management’s Central Personnel Data File. To compare public- and private-sector outcomes, the authors also analyzed a 5 percent sample of the 2000 U.S. Census, examining differences in STEM and non-STEM public and private employees’ salaries by gender and race.
	The study found that women in public sector STEM positions earned 7.2 percent less than men in comparable public sector positions in 1983 even after controlling for education, STEM field, tenure, age, and race. This gender pay gap disappeared in the 2003 sample.
	Race and gender pay disparities, measured as the average difference in pay between racial minorities or women and white men, are smaller in the federal than the private sector and for STEM relative to non-STEM occupations. For example, in 1999, black male federal STEM employees earned 8.3 percent less than white men, compared to a pay gap of 10.9 percent for black male private sector STEM employees. For black men in non-STEM occupations, the pay gap relative to white men was 11.1 percent in the public sector and 20.6 percent in the private sector.",,"Science, Technology, Engineering, and Math (STEM) programs Other disparities or discrimination in employment and earnings","Other barriers, Female, STEM professional","Professional, scientific, and technical services","United States",2011,,"Women in Science, Technology, Engineering, & Math (STEM) Review Protocol"
"Removing the barriers to full professor: A mentoring program for associate professors","Buch, K., Huet, Y., Rorrer, A., & Roberson, L. (2011). Removing the barriers to full professor: A mentoring program for associate professors. Change: The Magazine of Higher Learning, 43(6), 38-45.","Women in Science, Technology, Engineering, & Math (STEM)","Study Type: Descriptive Analysis",,,"Summary:

	
	
		The objective of the study was to develop and assess a program to facilitate associate professors’ promotion to full professor, paying particular attention to female associate professors in STEM disciplines.
		The authors initiated the study in 2008 with a comprehensive needs assessment of University of North Carolina-Charlotte associate professors’ attitudes toward and perceptions of the promotion process. Based on the responses, they developed a series of peer and vertical mentoring programs, including a program focused on female associate professors in STEM disciplines. Two years after launching the needs assessment, the authors administered a follow-up survey to gauge the program’s progress.
		The initial needs assessment found substantial gender differences in associate professors’ perceptions of the promotion process. Women were significantly more likely than men to believe that departmental standards for promotion were unclear, that their department chair did not provide career support or guidance, and that factors such as race and gender would influence the promotion process.
		Responses to the follow-up survey marked a significant increase in the proportion of associate professors reporting having a mentor and lessening of gender disparities regarding perceptions of the promotion process. Those who indicated that they had a mentor were significantly more likely than those who did not to perceive incentives for promotion and to believe that promotion criteria were clear.",,"Mentoring Science, Technology, Engineering, and Math (STEM) programs Other disparities or discrimination in employment and earnings","Female, STEM professional",,"United States",2011,,"Women in Science, Technology, Engineering, & Math (STEM) Review Protocol"
"Establishing the foundation for future organizational reform and transformation at a large private university to expand the representation of women faculty","Bailey, M., Marchetti, C., DeBartolo, E., Mozrall, J., Williams, G., Baum, S., & LaLonde, S. (2011). Establishing the foundation for future organizational reform and transformation at a large private university to expand the representation of women faculty. Proceedings of the 2011 American Society for Engineering Education Annual Conference & Exposition, Washington, DC.","Women in Science, Technology, Engineering, & Math (STEM)","Study Type: Descriptive Analysis",,,"Summary:

	
	
		This paper described the ADVANCE IT-Catalyst study that examined the barriers facing female STEM faculty members at six Rochester Institute of Technology (RIT) colleges, compared with men at RIT and women at similar universities. The research examined faculty rank, tenure, career track, leadership opportunities, and salary, and aimed to inform RIT’s efforts to recruit, retain, and advance female STEM faculty.
		The authors used institutional records from 2004 to 2010 to measure trends in recruitment, retention, advancement, and compensation, by faculty gender. A career-life survey administered to gather information on STEM faculty’s teaching and research experiences, including career satisfaction and work-life balance, complemented the institutional data. The authors tested for statistically significant differences in responses between men and women. Finally, the study benchmarked university policies and survey results against policies and survey results at other similar universities.
		In terms of retention, the study found that female faculty hired from 2002 to 2009 were twice as likely to have left RIT by 2010 than male faculty and, overall, the institution had a significantly lower percentage of female science and engineering tenured and tenure-track faculty in 2010 than the national average.
		In terms of leadership advancement and salary, the percentage of STEM leadership positions held by women in 2010 was proportional to the percentage of STEM faculty who were women. The study found that salary adjustments made by the university during the study period reduced the salary gap for female assistant and associate professors, but actually increased the gap for full professors. In the survey, women reported having to exert more effort and make more personal sacrifices to advance their careers than men, though most women felt that the tenure process was fair. Finally, the benchmarking study of policies and benefits found that RIT lagged behind other universities in terms of tenure clock extension, mentoring, and maternity leave.",,"Science, Technology, Engineering, and Math (STEM) programs Other disparities or discrimination in employment and earnings","Female, STEM professional",,"United States",2011,http://www.asee.org/public/conferences/1/papers/2271/download,"Women in Science, Technology, Engineering, & Math (STEM) Review Protocol"
"Mothers of invention: Gender, motherhood, and new dimensions of productivity in the science profession","Whittington, K. (2011). Mothers of invention: Gender, motherhood, and new dimensions of productivity in the science profession. Work and Occupations, 38(3), 417-456.","Women in Science, Technology, Engineering, & Math (STEM)","Study Type: Descriptive Analysis",,,"Summary:

	
	
		The study's objective was to determine whether women, specifically mothers, in STEM academic or industry jobs were less likely to participate in the patenting process than fathers and childless men in the same field. In addition, the study sought to examine whether previous experience with patenting reduced gender or motherhood inequalities in patenting participation.
		The study analyzed survey data from the April 1995 and April 2001 waves of the Survey of Doctorate Recipients, a longitudinal study of research doctorates conducted by the National Science Foundation. The author restricted the sample to scientists in four-year colleges and in business or industry who worked in computer and mathematical sciences, life sciences, physical sciences, and engineering; were active in applied and basic research, development, or design; and worked full time. Respondents were asked if they had been named as an inventor on a U.S. patent application in the past five or six years. The author estimated logistic regression models to determine whether females, and specifically mothers, were less likely to have received a patent in the past five or six years. The author also conducted additional analyses to determine if previous experience with patenting affected patenting participation.
		The study found that in academia, among those surveyed at both rounds, mothers were no less likely to patent than males, including fathers, or childless females after controlling for prior patenting experience. In industry, among those surveyed in both rounds, married, childless women were less likely to patent than childless women, even after controlling for prior patenting experience. The authors estimated numerous other models that found mixed effects of gender, marital status, and parenthood on the likelihood of scientists participating in patenting activities.",,"Science, Technology, Engineering, and Math (STEM) programs Other disparities or discrimination in employment and earnings","Female, STEM professional, Parent",,"United States",2011,,"Women in Science, Technology, Engineering, & Math (STEM) Review Protocol"
"Women in STEM: A gender gap to innovation","Beede, D., Julian, T., Langdon, D., McKittrick, G., Khan, B., & Doms, M. (2011). Women in STEM: A gender gap to innovation. Washington, DC: Economics and Statistics Administration, U.S. Department of Commerce.","Women in Science, Technology, Engineering, & Math (STEM)","Study Type: Descriptive Analysis",,,"Summary:

	
	
		This issue brief highlighted the 2009 gender gap in STEM degrees, jobs, and earnings in the United States.
		The authors used data from the 2009 U.S. Census Bureau’s American Community Survey to examine how educational attainment, wages, and participation in STEM occupations differed by gender. Regression analyses that controlled for factors such as age, educational attainment, and region, were used to compare differences in STEM earnings and wage gaps.
		The authors found that women continued to be underrepresented in STEM degrees and jobs, but there were reasons to encourage women to pursue STEM: the gap in STEM jobs between women and men decreased as educational attainment increased; there was a 7 percent smaller gender gap in hourly earnings for STEM jobs over non-STEM jobs (14 percent smaller in engineering jobs); women held a disproportionally small number of STEM degrees compared with men; and 14 percent fewer women than men with STEM undergraduate degrees ended up in STEM jobs.",,"Science, Technology, Engineering, and Math (STEM) programs Other disparities or discrimination in employment and earnings","STEM professional",,"United States",2011,http://templatelab.com/women-in-stem-a-gap-to-innovation/,"Women in Science, Technology, Engineering, & Math (STEM) Review Protocol"
"Retiree health insurance and disengagement from a career job.","Robinson, C., & Clark, R. (2010). Retiree health insurance and disengagement from a career job. Journal of Labor Research, 31(3), 247-262.","Older Workers","Study Type: Causal Impact Analysis","Causal Evidence Rating: Moderate Causal Evidence","Employment-Mod/high-No impacts
      
    
  
              


      
            Employment","Summary:

The study examined the effect of availability of retiree health insurance (RHI) on a person’s decision to leave a career job (a measure of retirement).
Using data from the Health and Retirement Study (HRS), the authors used a nonexperimental approach to estimate the likelihood of retirement for those who worked at firms with RHI compared with those who worked at firms without RHI.
The study found that workers at firms that offer RHI are more likely to retire than those at firms that do not offer RHI.
The quality of causal evidence presented in this report is moderate because it was based on a well-implemented nonexperimental design. This means we would be somewhat confident that any estimated effects would be attributable to the availability at RHI, but other factors might also have contributed.","Retiree Health Insurance","Other health and safety Older workers' programs","Adult, Older worker",,"United States",2010,https://link.springer.com/article/10.1007/s12122-010-9091-4,"Employment and Training Review Protocol"
"Framing Social Security Reform: Behavioral responses to changes in the full retirement age","Behaghel, L., & Blau, D. M. (2010) Framing Social Security Reform: Behavioral responses to changes in the full retirement age. (IZA Discussion Paper No. 5310). Bonn, Germany: IZA.","Older Workers","Study Type: Causal Impact Analysis","Causal Evidence Rating: Moderate Causal Evidence","Employment-Mod/high-Favorable impacts
      
    
  
              


      
            Employment","Summary:

The study examined the impact of changes to the Full Retirement Age (FRA) on labor force exit, Old Age and Survivor’s Insurance (OASI) claims, and retirement.
The study uses a statistical model and the data from the Health and Retirement Study (HRS) to compare outcomes of people in birth cohorts who were affected by the change in FRA with those of a comparison group of people who were not.
The study found that the change in the FRA was associated with significant increases in the likelihood of claiming OASI and exiting the labor force at the new, later full retirement age.
The quality of causal evidence presented in this report is moderate because it was based on a well-implemented nonexperimental design. This means we are somewhat confident that the estimated effects are attributable to the change in FRA, but other factors might also have contributed.","changes to the Full Retirement Age (FRA)","Older workers' programs Other employment and reemployment","Older worker",,"United States",2010,https://www.aeaweb.org/articles?id=10.1257/pol.4.4.41,"Employment and Training Review Protocol"
"Can Social Security explain trends in labor force participation of older men in the United States?","Blau, D. M., & Goodstein, R. M. (2010). Can Social Security explain trends in labor force participation of older men in the United States? Journal of Human Resources, 45(2), 328-363.","Older Workers","Study Type: Causal Impact Analysis","Causal Evidence Rating: Moderate Causal Evidence","Employment-Mod/high-Favorable impacts
      
    
  
              


      
            Employment","Summary:

The study examined the impact of changes in Social Security Administration (SSA) retirement rules on men’s labor force participation rates in the 1960s–1980s and 1990s–2000s.
The study used regression analyses to predicted labor force participation rates using actual and counterfactual SSA retirement rules. These analyses use data from the Current Population Survey (CPS) and the Survey of Income and Program Participation (SIPP) for the period from 1962 to 2005 merged with data from SSA on taxable earnings.
The study found that changes in the delayed retirement credit and full retirement age in 1983 could explain one-quarter to one-half of the increase in labor force participation in the early 2000s.
The quality of causal evidence presented in this report is moderate, because it is a well-implemented nonexperimental study. This means we are somewhat confident that the estimated effects are attributable to SSA reforms, but other factors might also have contributed.","Social Security Administration Reforms","Federal retirement benefits Older workers' programs","Adult, Older worker, Male",,"United States",2010,http://jhr.uwpress.org/content/45/2/328.abstract,"Employment and Training Review Protocol"
"The Effectiveness of Institutional Intervention on Minimizing Demographic Inertia and Improving the Representation of Women Faculty in Higher Education","Bakian, A.V., & Sullivan, K.A. (2010). The Effectiveness of Institutional Intervention on Minimizing Demographic Inertia and Improving the Representation of Women Faculty in Higher Education. International Journal of Gender, Science and Technology, 2(2), 207-234.","Women in Science, Technology, Engineering, & Math (STEM)","Study Type: Causal Impact Analysis","Causal Evidence Rating: Low Causal Evidence","Employment-Low-Favorable impacts
      
    
  
              


      
            Employment","Summary:

This study’s objective was to examine the effect of the ADVANCE program sponsored by the National Science Foundation (NSF) on women’s representation among tenured and tenure-track faculty.
The study took place at one unnamed research university. The authors compared the transition probabilities (that is, the probabilities of being hired, retained, or promoted) for men and women, before and during the period ADVANCE was in effect.
The study found that the ADVANCE program enhanced women’s representation among faculty in science and engineering departments.
The quality of causal evidence presented in this study is low. This means we are not confident that the estimated effects are attributable to the ADVANCE program. Other factors are likely to have contributed.","the ADVANCE Program","Other disparities or discrimination in employment and earnings Science, Technology, Engineering, and Math (STEM) programs","Female, STEM professional",,"United States",2010,,"Women in Science, Technology, Engineering, & Math (STEM) Review Protocol"
"Elderly immigrants’ labor supply response to supplemental security income.","Kaushal, N. (2010). Elderly immigrants’ labor supply response to supplemental security income. Journal of Policy Analysis and Management, 29(1), 137-162.","Older Workers","Study Type: Causal Impact Analysis","Causal Evidence Rating: Low Causal Evidence","Earnings and wages-Low-Favorable impacts
      
    
  
              


      
            Earnings and wages
      


  
      
            Employment-Low-Favorable impacts
      
    
  
              


      
            Employment","Summary:

The study objective is to examine the impact of the Personal Responsibility and Work Opportunity Reconciliation Act (PRWORA) of 1996 on employment outcomes of foreign-born people and noncitizens ages 60 to 74
The study used a statistical model and the data from the Current Population Survey’s monthly outgoing rotation group and the March Current Population Survey from 1994 to 2005 to estimate the impact.
The study found that the PRWORA is associated with increased employment and decreased retirement for foreign-born men compared with U.S.-born men, but it found no statistically significant association with the employment for foreign-born women.
The quality of the causal evidence presented in this report is low because the study is a nonexperimental analysis that does not demonstrate that the groups were similar before the policy change. This means we are not confident that the estimated effects are attributable to PRWORA; other factors are likely to have contributed.","Personal Responsibility and Work Opportunity Reconciliation Act of 1996","Federal retirement benefits Foreign and temporary workers","Adult, Older worker, Immigrant",,"United States",2010,https://www.ncbi.nlm.nih.gov/pmc/articles/PMC4222576/,"Employment and Training Review Protocol"
"The effects of changes in state SSI supplements on preretirement labor supply","Neumark, D., & Powers, E. T. (2005). The effects of changes in state SSI supplements on preretirement labor supply. Public Finance Review, 33(1), 3-35.","Older Workers","Study Type: Causal Impact Analysis","Causal Evidence Rating: Low Causal Evidence","Employment-Low-Favorable impacts
      
    
  
              


      
            Employment","Summary:

The study examined the impact of a theoretical increase in Supplemental Security Income (SSI) benefits on the preretirement employment outcomes for likely SSI participants ages 60 to 64.
Using data from the annual Current Population Survey from 1979 to 2001 and state-level SSI receipt data, the authors used regression methods in a nonexperimental analysis of likely SSI participants to compare the outcomes of workers ages 62 to 64 with those of workers ages 60 to 61.
The study found that an increase in monthly SSI benefits was associated with a statistically significant decrease in the employment rate and number of hours worked for likely SSI recipients ages 62 to 64 compared with those ages 60 to 61.
The quality of causal evidence presented in this report is low because the authors did not ensure that the groups being compared were similar before the intervention. This means we are not confident that the estimated effects are attributable to changes in SSI benefits; other factors are likely to have contributed.","Supplemental Security Income (SSI) benefits","Older workers' programs Other employment and reemployment","Adult, Older worker",,"United States",2010,https://journals.sagepub.com/doi/pdf/10.1177/1091142104270655,"Employment and Training Review Protocol"
"The influences on bridge employment decisions.","Pengcharoen, C., & Shultz, K. S. (2010). The influences on bridge employment decisions. International Journal of Manpower, 31(3), 322-336. doi:10.1108/01437721011050602","Older Workers","Study Type: Causal Impact Analysis","Causal Evidence Rating: Low Causal Evidence","Employment-Low-Unfavorable impacts
      
    
  
              


      
            Employment","Summary:

The study examined the impact of work schedule flexibility on retirement outcomes among older workers, where work schedule flexibility was measured as the ability to reduce hours from one’s regular work schedule.
The study used a statistical model (multinomial logit regression) and the longitudinal data from the Health and Retirement Study (HRS) from 1992 and 2002 to examine the relationship between reporting work schedule flexibility or inflexibility during the baseline survey and reporting complete retirement, partial retirement, or continued employment at the follow-up survey 10 years later among older workers.
The study found that individuals who reported work schedule inflexibility in the 1992 were more likely to report completely retired than partially retired in 2002, but when comparing the likelihood of reporting continued employment to complete or partial retirement, there was no difference between older workers reported work schedule flexibility and those who reported inflexibility in 1992.
The quality of causal evidence presented in this study is low because the authors did not demonstrate that the participants reporting work schedule flexibility were similar to the participants reporting work schedule inflexibility in 1992. This means we are not confident that the estimated effects are attributable to work schedule flexibility; other factors are likely to have contributed.",,"Other wages and benefits","Adult, Older worker",,"United States",2010,https://www.researchgate.net/publication/46545640_The_influences_on_bridge_empl…,"Employment and Training Review Protocol"
"New evidence on the labor supply effects of the Social Security earnings test.","Friedberg, L., & Webb, A. (2009). New evidence on the labor supply effects of the Social Security earnings test. Tax Policy and the Economy, 23(1), 1-36.","Older Workers","Study Type: Causal Impact Analysis","Causal Evidence Rating: Low Causal Evidence","Employment-Low-Favorable impacts
      
    
  
              


      
            Employment","Summary:

The study examined the impact of changes to the Social Security earnings test in 1996 and 2000 on employment outcomes.
The authors used a nonexperimental design and the data from the Current Population Survey (CPS) and the Health and Retirement Study (HRS) to compare outcomes before and after the changes in earning test rules for those between the ages of 62 and 74 who faced different earnings test thresholds at different ages and years.
The study found that upcoming anticipated earnings test between ages 62 to 69 was associated with a significantly lower likelihood of having a job last week. A higher present value of upcoming anticipated earnings threshold between ages 62 to 69 was associated with a significantly higher likelihood of having a job last week.
The quality of causal evidence presented in this study is low because the study is a nonexperimental analysis that did not demonstrate that the groups being compared were similar and did not account for possible differences in the analysis. This means we are not confident that the estimated effects are attributable to the changes in the earnings test decision. Other factors are likely to have contributed.","Social Security Earnings Test","Older workers' programs Other employment and reemployment","Adult, Older worker",,"United States",2009,,"Employment and Training Review Protocol"
"Using appreciative inquiry as a tool to instigate transformational change in recruiting and developing women faculty in STEM disciplines","Nemiro, J., Hacker, B., Ferrel, M., & Guthrie, R. (2009). Using appreciative inquiry as a tool to instigate transformational change in recruiting and developing women faculty in STEM disciplines. International Journal of Gender, Science and Technology, 1(1), 5-35.","Women in Science, Technology, Engineering, & Math (STEM)","Study Type: Descriptive Analysis",,,"Summary:

	The authors’ main objective was to develop recommendations for recruiting and developing female faculty in STEM disciplines.
	The authors conducted a series of eight focus groups with science and engineering faculty at a university in the United States to discuss what the organization currently did well and what it could do well in the future, and drew out common themes across the discussions.
	The authors recommended the following best practices for institutions to better recruit female faculty in STEM: (1) create clear and transparent job postings; (2) promote the benefits that the department, university, and community have to offer potential candidates; and (3) actively recruit candidates (for example, by developing relationships with universities and pursuing candidates before they apply for a position).
	The authors also suggested best practices for developing female faculty, including training staff at all levels on the cognitive biases against women, creating within-organization mentoring and networking opportunities for female faculty in STEM, developing family-friendly policies such as leave and flexible schedules, allotting time and funding for professional development, and actively developing women for leadership positions.",,"Science, Technology, Engineering, and Math (STEM) programs","Female, STEM professional",,"United States",2009,,"Women in Science, Technology, Engineering, & Math (STEM) Review Protocol"
"The repeal of the retirement earnings test and the labor supply of older men.","Engelhardt, G. V., & Kumar, A. (2009). The repeal of the retirement earnings test and the labor supply of older men. Journal of Pension Economics & Finance, 8(4), 429-450.","Older Workers","Study Type: Causal Impact Analysis","Causal Evidence Rating: Low Causal Evidence","Earnings and wages-Low-Favorable impacts
      
    
  
              


      
            Earnings and wages
      


  
      
            Employment-Low-Favorable impacts
      
    
  
              


      
            Employment","Summary:

The study examined the impact of the repeal of the earnings test under the Senior Citizens Freedom to Work Act of 2000 on the labor supply and earnings of older men ages 62 to 72.
The authors used a nonexperimental approach and data from the Health and Retirement Study to compare labor force participation, annual hours of work, retirement behavior, and earnings of men who were and were not subject to the repeal of the earnings test.
The study found that the policy change was associated with a significant increase in older men’s average annual hours of work. The policy change was also associated with a change in the distribution of real earnings in that a smaller proportion of older men had earnings at or below the earnings test threshold.
The quality of causal evidence presented in this report is low because the authors did not ensure that the groups being compared were similar before the intervention. This means we are not confident that the estimated effects are attributable to the Senior Citizens Freedom to Work Act of 2000; other factors are likely to have contributed.","Senior Citizens Freedom to Work Act of 2000","Older workers' programs Other disparities or discrimination in employment and earnings","Adult, Older worker, Male",,"United States",2009,,"Employment and Training Review Protocol"
"An empirical study of the effects of Social Security reforms on benefit claiming behavior and receipt using public-use administrative microdata.","Benítez-Silva, H., & Yin, N. (2009). An empirical study of the effects of Social Security reforms on benefit claiming behavior and receipt using public-use administrative microdata. Social Security Bulletin, 69(3), 77-95.","Older Workers","Study Type: Causal Impact Analysis","Causal Evidence Rating: Low Causal Evidence","Public benefits receipt-Low-Favorable impacts
      
    
  
              


      
            Public benefit receipt","Summary:

The study examined the impact of three policy changes to the Social Security program that went into effect in 2000 on average monthly benefits and the proportion of new claimants by age.
The study was a nonexperimental analysis that examined outcomes for older workers by age and year using data from the 2004 Old Age, Survivors, and Disability Insurance program public-use microdata files.
The study found that the changes were associated with lower average monthly benefits for individuals ages 66 to 69 after the year 2000 relative to individuals of the same ages in 1994.
The quality of the causal evidence presented in this report is low because the authors did not demonstrate that the groups were similar before the intervention. This means we are not confident that the estimated effects are attributable to the intervention program; other factors are likely to have contributed.","Policy Changes to the Social Security Program","Federal retirement benefits Older workers' programs","Adult, Older worker",,"United States",2009,https://papers.ssrn.com/sol3/papers.cfm?abstract_id=1480653,"Employment and Training Review Protocol"
"How did the elimination of the US earnings test above the normal retirement age affect labour supply expectations?","Michaud, P., & Van Soest, A. (2008). How did the elimination of the US earnings test above the normal retirement age affect labour supply expectations? Fiscal Studies, 29(2), 197-231. doi:10.1111/j.1475-5890.2008.00073.x","Older Workers","Study Type: Causal Impact Analysis","Causal Evidence Rating: Moderate Causal Evidence","Employment-Mod/high-Favorable impacts
      
    
  
              


      
            Employment","Summary:

The authors used a nonexperimental approach and the data from Health and Retirement Study data from 1996 to 2002 and Social Security earnings history to estimate the impact.
The study examined the impact of repealing the earnings test from Social Security recipients between full retirement age and age 70 on older workers’ subjective probability of retirement.
The authors used a nonexperimental approach and the data from Health and Retirement Study data from 1996 to 2002 and Social Security earnings history to estimate the impact.
The study found that after the repeal of the earnings test, the subjective probability of working of full-time past age 65 for older male workers who were likely to have most of their projected Social Security benefits reduced under the earnings test has increased their expected probability of working relative to those who were not likely to be affected. •The quality of causal evidence presented in this report is moderate because it was based on a well-implemented nonexperimental design.This means we are somewhat confident that the estimated effects are attributable to the repeal of the earnings test, but other factors might also have contributed.","Social Security Earnings Test","Federal retirement benefits Older workers' programs","Adult, Older worker, Male",,"United States",2008,,"Employment and Training Review Protocol"
"The effect of the social security earnings test on male labor supply: New evidence from survey and administrative data.","Haider, S. J., & Loughran, D. S. (2008). The effect of the social security earnings test on male labor supply: New evidence from survey and administrative data. Journal of Human Resources, 43(1), 57-87.","Older Workers","Study Type: Causal Impact Analysis","Causal Evidence Rating: Low Causal Evidence","Earnings and wages-Low-Mixed impacts
      
    
  
              


      
            Earnings and wages
      


  
      
            Employer benefits receipt-Low-Favorable impacts
      
    
  
              


      
            Employer benefits receipt","Summary:

The study’s objective is to examine the impact of 1983 and 2000 policy changes that removed the Social Security earnings test for certain age groups on the earnings and employment outcomes of affected men
The study is a nonexperimental analysis that examines the correlations between the 1983 and 2000 policy changes and earnings and employment status. The study compares the outcomes of men affected by the policy changes with the outcomes of men of similar ages not affected by the policy changes.
The study finds that the 1983 policy change is associated with few changes to the observed outcomes and that the 2000 policy change is associated with higher earnings and hours worked per week for affected men.
The quality of causal evidence presented in this report is low because the study does not demonstrate that men affected by the policy changes are similar to the men not affected by the policy change, nor does it control for possible differences. This means we are not confident that the estimated effects are attributable to the 1983 and 2000 policy changes; other factors are likely to have contributed.","Social Security Earnings Test","Federal retirement benefits Older workers' programs","Adult, Older worker, Male",,"United States",2008,http://jhr.uwpress.org/content/43/1/57.refs,"Employment and Training Review Protocol"
"State age protection laws and the Age Discrimination in Employment Act.","Lahey, J. State age protection laws and the Age Discrimination in Employment Act. (2008). The Journal of Law and Economics, 51(3), 433-460.","Older Workers","Study Type: Causal Impact Analysis","Causal Evidence Rating: Moderate Causal Evidence","Earnings and wages-Low-No impacts
      
    
  
              


      
            Earnings and wages
      


  
      
            Employment-Low-Unfavorable impacts
      
    
  
              


      
            Employment","Summary:

The study examined the impact of enforcement of age discrimination laws on the employment and earnings of older male workers
The author used a nonexperimental regression model and data from the Current Population Survey to estimate the impact.
The study found that males older than 50 in states with age discrimination laws were 0.2 percentage points less likely to be hired compared with those in states without their own age discrimination laws.
The quality of causal evidence presented in this report is moderate because it was based on a well-implemented nonexperimental design. This means we are somewhat confident that the estimated effects are attributable to the state laws on age discrimination, but other factors might also have contributed.","Age Discrimination Employment Act (ADEA)","Older workers' programs Other disparities or discrimination in employment and earnings","Adult, Older worker, Male",,"United States",2008,https://www.jstor.org/stable/10.1086/589670?seq=1#page_scan_tab_contents,"Employment and Training Review Protocol"
"Supported employment for middle-aged and older people with schizophrenia.","Twamley, E., Narvaez, J., Becker, D., Bartels, S., & Jeste, D. (2008). Supported employment for middle-aged and older people with schizophrenia. American Journal of Psychiatric Rehabilitation, 11(1), 76-89.","Older Workers","Study Type: Causal Impact Analysis","Causal Evidence Rating: Low Causal Evidence","Earnings and wages-Low-Favorable impacts
      
    
  
              


      
            Earnings and wages
      


  
      
            Employment-Low-Favorable impacts
      
    
  
              


      
            Employment","Summary:

The study examined the impact of Individual Placement and Support (IPS) on competitive employment for older people with schizophrenia
The study was a randomized controlled trial (RCT) and used weekly work logs cross-referenced with pay stubs to measure employment outcomes over a 12-month period.
The study found that IPS increased competitive employment and earnings compared with conventional services.
The quality of causal evidence presented in this report is low because the RCT has a confounding factor. This means we are not confident that the estimated effects are attributable to the IPS program; other factors are likely to have contributed.","Individual Placement and Support and Vocational Rehabilitation Program","Health Individuals facing barriers to employment Job search assistance and supportive services","Adult, Older worker, Disability",,"United States",2008,https://www.ncbi.nlm.nih.gov/pmc/articles/PMC2638571/,"Employment and Training Review Protocol"
"Labor market shocks and retirement: Do government programs matter?","Coile, C., & Levine, P. (2007). Labor market shocks and retirement: Do government programs matter? Journal of Public Economics, 91(10), 1902-1919.","Older Workers","Study Type: Causal Impact Analysis","Causal Evidence Rating: Low Causal Evidence","Employment-Low-No impacts
      
    
  
              


      
            Employment
      


  
      
            Public benefits receipt-Low-No impacts
      
    
  
              


      
            Public benefit receipt","Summary:

The study examined the impact of the generosity of unemployment insurance (UI) benefits on retirement decisions.
The study used a statistical model and data from the March Current Population Survey for 1980–2004 to estimate impacts.
The study found no relationship between the generosity of UI benefits and the likelihood of retirement or receipt of UI.
The quality of causal evidence presented in this report is low because the authors did not ensure that the groups being compared were similar before changes in the generosity of UI benefits were observed. This means we are not confident that the estimated effects are attributable to changes in the generosity of UI benefits; other factors are likely to have contributed.","Unemployment Insurance (UI)","Unemployment Insurance","Adult, Older worker, Unemployed",,"United States",2007,http://academics.wellesley.edu/Economics/Coile/PDF%20files/coile-levine%20JPubE…,"Employment and Training Review Protocol"
"A tax on work for the elderly: Medicare as a secondary payer.","Goda, G. S., Shoven, J. B., & Slavov, S. N. (2007). A tax on work for the elderly: Medicare as a secondary payer. (NBER Working Paper No. 13383). Cambridge, MA: National Bureau of Economic Research.","Older Workers","Study Type: Causal Impact Analysis","Causal Evidence Rating: Low Causal Evidence","Employment-Low-Favorable impacts
      
    
  
              


      
            Employment","Summary:

The study’s objective was to examine the impact of Medicare as a Secondary Payer (MSP) on older workers’ labor force participation and full-time employment
The study used a nonexperimental regression design. The authors used data from the 1980 to 2006 March Supplement of the Current Population Survey.
The study found that labor force participation for older males increased following the enforcement of the MSP policy, and that older males and females in the labor force were more likely to be employed full time after the policy was enforced.
The quality of causal evidence presented in this report is low because the authors did not ensure that the groups being compared were similar before the intervention, and confounding factors could have impacted older workers differentially during the time periods examined. This means we are not confident that the estimated effects are attributable to MSP; other factors are likely to have contributed.","Medicare as a Secondary Payer","Federal retirement benefits Older workers' programs","Adult, Older worker",,"United States",2007,https://www.nber.org/papers/w13383,"Employment and Training Review Protocol"
"Employee development, commitment, and intention to turnover: A test of “employability” policies in action","Benson, G.S. (2006). Employee development, commitment, and intention to turnover: A test of “employability” policies in action. Human Resource Management Journal, 16(2), 173–192.","Apprenticeship and Work-Based Training","Study Type: Causal Impact Analysis","Causal Evidence Rating: Low Causal Evidence","Employment-Low-Favorable impacts
      
    
  
              


      
            Employment","Summary:

The study’s objective was to examine the relationship between employees’ intent to leave (that is, employees’ stated intentions to leave the firm in the next year) and their participation in on-the-job training and company-sponsored training classes.
The author used a statistical model to examine the association between employees’ participation in on-the-job and company-sponsored training classes and their intention to leave the firm in the next year, using data from an employee survey.
The study found that participation in on-the-job training was associated with a reduction in employees’ intent to leave, but there was no significant relationship between participation in company sponsored training and intent to turnover.
The quality of causal evidence presented in this report is low because the author did not ensure that groups being compared were similar before the intervention. This means we are not confident that the estimated effects are attributable to the work-based training; other factors are likely to have contributed.","the on-the-job training","Work based and other occupational training","Employed, STEM professional","Professional, scientific, and technical services","United States",2006,https://doi.org/10.1111/j.1748-8583.2006.00011.x,"Employment and Training Review Protocol"
"New evidence on earnings and benefit claims following the changes in the retirement earnings test in 2000.","Song, J. G., & Manchester, J. (2006). New evidence on earnings and benefit claims following the changes in the retirement earnings test in 2000. (ORES Working Paper 107). Washington, DC: Social Security Administration, Office of Policy, Office of Research, Evaluation, and Statistics. Also available in Journal of Public Economics, 91(3–4), 669–700 (2007).","Older Workers","Study Type: Causal Impact Analysis","Causal Evidence Rating: Moderate Causal Evidence","Earnings and wages-Mod/high-No impacts
      
    
  
              


      
            Earnings and wages
      


  
      
            Employment-Low-No impacts
      
    
  
              


      
            Employment
      


  
      
            Public benefits receipt-Mod/high-Unfavorable impacts
      
    
  
              


      
            Public benefit receipt","Summary:

The study examined the impact of the Senior Citizens Freedom to Work Act of 2000 on employment, earnings, and public benefit receipt outcomes of workers ages 65 to 69.
The study was a nonexperimental analysis and used Social Security Administrative data to estimate the impacts.
The study found that the Senior Citizens Freedom to Work Act of 2000 was associated with significant increases in the rate of Social Security claims for both sets of individuals affected by the law. The study found no statistically significant relationship between the Senior Citizens Freedom to Work Act of 2000 and earnings.
The quality of casual evidence presented in this report for Social Security claims and earnings outcomes is moderate because it was based on a well-implemented nonexperimental design. This means we are somewhat confident that the estimated effects are attributable to the Senior Citizens Freedom to Work Act of 2000, but other factors might also have contributed. The quality of causal evidence presented in this report on employment is low because the authors did not ensure that the groups being compared were similar before the intervention. This means we are not confident that the estimated effects are attributable to the Senior Citizens Freedom to Work Act of 2000; other factors are likely to have contributed.","Senior Citizens Freedom to Work Act of 2000","Older workers' programs Other disparities or discrimination in employment and earnings","Adult, Older worker",,"United States",2006,,"Employment and Training Review Protocol"
"The effect of the SSI program on labor supply: Improved evidence from Social Security administrative files","Neumark, D., & Powers, E. T. (2005). The effect of the SSI program on labor supply: Improved evidence from Social Security administrative files. Social Security Bulletin, 65(3), 45-60.","Older Workers","Study Type: Causal Impact Analysis","Causal Evidence Rating: Low Causal Evidence","Employment-Low-Favorable impacts
      
    
  
              


      
            Employment","Summary:

The study examined the relationship between generous state Supplemental Security Income (SSI) benefits and the employment of older worker nearing SSI eligibility age.
The authors used a regression model and data from the Survey of Income and Program Participants (SIPP) and Social Security Administration (SSA) to estimate the effect.
The study found that older males who were likely SSI participants in generous states worked significantly fewer hours and had lower employment rates compared with those living in less generous states. The authors, using the SSA administrative records, also found that likely older participants (ages 60 to 64) worked significantly fewer hours than younger ones.
The quality of causal evidence presented in this report is low because the authors did not ensure that the groups being compared were similar before the intervention. This means we are not confident that the estimated effects are attributable to generosity of state SSI benefits; other factors are likely to have contributed.","state Supplemental Security Income (SSI) benefits","Older workers' programs Other employment and reemployment","Adult, Older worker",,"United States",2005,https://www.ssa.gov/policy/docs/ssb/v65n3/v65n3p45.html,"Employment and Training Review Protocol"