Professor Andreas Leibbrandt
Economic Science of Diversity
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đź“Ś About Me
I run field experiments with employers and job seekers to show which diversity practices work, which backfire — and how AI changes both.
I'm an economist who tests diversity and inclusion practices the way medicine tests treatments: with randomised experiments in real organisations. I'm Professor of Economics at Monash Business School and an ARC Future Fellow.
My research is published in leading economics (ReStud), management (Management Science) and general interest journals (PNAS) & featured in outlets like the WSJ, ABC, SBS, AFR, and Nature.
I am also a co-founder of SODI.org (Science of Diversity & Inclusion Initiative), which brings together leading companies, universities and top researchers.
For my research please see my Google Scholar Page or my Ideas Repec Page.
What my research shows
What my research shows
Saying pay is negotiable closes the gender gap in negotiation. (Management Science, 2015)
For organisations: put pay ranges and negotiability in every job ad.A few lines in recruiting materials lifted minority applications by about 40% — the “business case” message did not. (Management Science, 2024)
For organisations: test your signals; don’t assume them.When recruiters see an AI score, their gender gap in assessments disappears. (Journal of Labor Economics, forthcoming)
For organisations: design how people use AI, not just which AI you buy.Recorded video interviews cut the share of applicants who continue by more than half — most among women. (Working paper, 2026)
For organisations: every hurdle you add has a diversity cost; measure who walks away.
Organisations: find out what works in your hiring →
Researchers: collaborate on a field experiment →
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