Exploring Young Women\u27s Construction of Social and Political Communicative Realities

The time-honored role that communication plays in the symbolic construction of young adults’ reality is always changing, perhaps no more so than in the age of ubiquitous global media. Yet research on how young people construct contemporary social media and political experiences is lacking. This panel, designed to extend research, reports the results of a qualitative examination of young women’s experiences with two salient aspects of contemporary life: the social, focusing on their parasocial involvement with social media influencers, but also the more politically consequential arena, with a look at the development of political attitudes as a function of political events and mediated politics

The ABC130 barrel module prototyping programme for the ATLAS strip tracker

For the Phase-II Upgrade of the ATLAS Detector, its Inner Detector, consisting of silicon pixel, silicon strip and transition radiation sub-detectors, will be replaced with an all new 100 % silicon tracker, composed of a pixel tracker at inner radii and a strip tracker at outer radii. The future ATLAS strip tracker will include 11,000 silicon sensor modules in the central region (barrel) and 7,000 modules in the forward region (end-caps), which are foreseen to be constructed over a period of 3.5 years. The construction of each module consists of a series of assembly and quality control steps, which were engineered to be identical for all production sites. In order to develop the tooling and procedures for assembly and testing of these modules, two series of major prototyping programs were conducted: an early program using readout chips designed using a 250 nm fabrication process (ABCN-25) and a subsequent program using a follow-up chip set made using 130 nm processing (ABC130 and HCC130 chips). This second generation of readout chips was used for an extensive prototyping program that produced around 100 barrel-type modules and contributed significantly to the development of the final module layout. This paper gives an overview of the components used in ABC130 barrel modules, their assembly procedure and findings resulting from their tests.Comment: 82 pages, 66 figure

Essais sur l’économie du travail : discrimination, productivité et appariement

In the first chapter I study how the job performance of minorities changes depending on whether they work with managers who are more or less biased against their type. I show that when minorities work with more biased managers they perform significantly worse compared to majority workers on a range of performance indicators. Yet minority performance is higher when working with non-biased managers. We argue that this is evidence of a self-fulfilling prophecy whereby biased managers make minorities less productive and this generates statistical discrimination in the firm’s hiring policy. The second chapter explores how shocking the value of a vacancy through offering free recruiting services to firms affects their demand for labor. Offering free recruitment services leads to large increases in vacancy postings. Furthermore, this translates into significant increases in hires in permanent contracts. These results suggest that active labor market policies directed at generating firm labor demand may have substantial added value in the labor market. In the final chapter it is shown that the the Charlie Hebdo attacks significantly reduced Muslim minority job search effort. Frims also reduced their search for minority candidates, but only for the permanent contracts. This drop is partially offset by an increase in counselor matching effort made for minorities after the shock, but only in areas with low latent levels of discrimination, as measured by the local vote share for the Front National.Dans le premier chapitre je montre que lorsque les minorités travaillent avec des managers plus biaisés contre leur type, leurs performances sont nettement moins bonnes, et ce sur une série d'indicateurs de performance. En revanche ils sont plus productifs quand ils travail avec des managers non-biaisés. C’est un fait empirique qui révèle une prophétie auto-réalisatrice selon laquelle les managers biaisés rendent les minorités moins productives et cela génère une discrimination statistique dans la politique d'embauche de l'entreprise. Le deuxième chapitre j’explore comment changer la valeur d'un poste vacant en offrant des services de recrutement gratuits aux entreprises a une incidence sur son offre d’emploi. En offrant des services gratuits de recrutement cela augmente fortement le nombre d’offres d'emploi postées sur Pôle emploi et génère une augmentation de création d’emploi en CDI. Ceci suggère que les politiques actives du marché du travail visant le processus de recrutement des entreprises peuvent avoir une valeur ajoutée substantielle sur le marché du travail. Dans le dernier chapitre, il est monté que les attentats de Charlie Hebdo ont provoqué une nette réduction aux efforts de recherche d'emploi des minorités par rapport à ceux issus de la majorité. Les employeurs réduisent également leurs efforts de recherche pour les minorités, mais seulement pour les CDI. Cette baisse est partiellement compensée par une augmentation des démarches des conseillers Pôle emploi après le choc, mais seulement dans les régions où la discrimination latente, mesurée grâce à la part des votes locaux pour le Front national, est relativement faible

Essays in labor economics: Discrimination, productivity and matching

In the first chapter I study how the job performance of minorities changes depending on whether they work with managers who are more or less biased against their type. I show that when minorities work with more biased managers they perform significantly worse compared to majority workers on a range of performance indicators. Yet minority performance is higher when working with non-biased managers. We argue that this is evidence of a self-fulfilling prophecy whereby biased managers make minorities less productive and this generates statistical discrimination in the firm’s hiring policy. The second chapter explores how shocking the value of a vacancy through offering free recruiting services to firms affects their demand for labor. Offering free recruitment services leads to large increases in vacancy postings. Furthermore, this translates into significant increases in hires in permanent contracts. These results suggest that active labor market policies directed at generating firm labor demand may have substantial added value in the labor market. In the final chapter it is shown that the the Charlie Hebdo attacks significantly reduced Muslim minority job search effort. Frims also reduced their search for minority candidates, but only for the permanent contracts. This drop is partially offset by an increase in counselor matching effort made for minorities after the shock, but only in areas with low latent levels of discrimination, as measured by the local vote share for the Front National.Dans le premier chapitre je montre que lorsque les minorités travaillent avec des managers plus biaisés contre leur type, leurs performances sont nettement moins bonnes, et ce sur une série d'indicateurs de performance. En revanche ils sont plus productifs quand ils travail avec des managers non-biaisés. C’est un fait empirique qui révèle une prophétie auto-réalisatrice selon laquelle les managers biaisés rendent les minorités moins productives et cela génère une discrimination statistique dans la politique d'embauche de l'entreprise. Le deuxième chapitre j’explore comment changer la valeur d'un poste vacant en offrant des services de recrutement gratuits aux entreprises a une incidence sur son offre d’emploi. En offrant des services gratuits de recrutement cela augmente fortement le nombre d’offres d'emploi postées sur Pôle emploi et génère une augmentation de création d’emploi en CDI. Ceci suggère que les politiques actives du marché du travail visant le processus de recrutement des entreprises peuvent avoir une valeur ajoutée substantielle sur le marché du travail. Dans le dernier chapitre, il est monté que les attentats de Charlie Hebdo ont provoqué une nette réduction aux efforts de recherche d'emploi des minorités par rapport à ceux issus de la majorité. Les employeurs réduisent également leurs efforts de recherche pour les minorités, mais seulement pour les CDI. Cette baisse est partiellement compensée par une augmentation des démarches des conseillers Pôle emploi après le choc, mais seulement dans les régions où la discrimination latente, mesurée grâce à la part des votes locaux pour le Front national, est relativement faible.Programme doctoral en Sciences économique

Discrimination as a Self-Fulfilling Prophecy: Evidence from French Grocery Stores

Examining the performance of cashiers in a French grocery store chain, we find that manager bias negatively affects minority job performance. In the stores studied, cashiers work with different managers on different days and their schedules are determined quasi-randomly. When minority cashiers, but not majority cashiers, are scheduled to work with managers who are biased (as determined by an implicit association test), they are absent more often, spend less time at work, scan items more slowly, and take more time between customers. This appears to be because biased managers interact less with minorities, leading minorities to exert less effort. Manager bias has consequences for the average performance of minority workers: while on average minority and majority workers perform equivalently, on days where managers are unbiased, minorities perform significantly better than do majority workers. The findings are consistent with statistical discrimination in hiring whereby because minorities underperform when assigned to biased managers, the firm sets a higher hiring standard for minorities to get similar average performance from minority and nonminority workers

Next-to-Next-to-Leading-Order QCD Corrections to the Transverse Momentum Distribution of Weak Gauge Bosons

The transverse momentum spectra of weak gauge bosons and their ratios probe the underlying dynamics and are crucial in testing our understanding of the standard model. They are an essential ingredient in precision measurements, such as the W boson mass extraction. To fully exploit the potential of the LHC data, we compute the second-order [next-to-next-to-leading-order (NNLO)] QCD corrections to the inclusive-pWT spectrum as well as to the ratios of spectra for W−/W+ and Z/W. We find that the inclusion of NNLO QCD corrections considerably improves the theoretical description of the experimental CMS data and results in a substantial reduction of the residual scale uncertainties.ISSN:0031-9007ISSN:1079-711

The signature of galaxy formation models in the power spectrum of the hydrogen 21cm line during reionization

Observations of the 21cm line of neutral hydrogen are poised to revolutionize our knowledge of cosmic reionization and the high-redshift population of galaxies. However, harnessing such information requires robust and comprehensive theoretical modeling. We study the non-linear effects of hydrodynamics and astrophysical feedback processes, including stellar and AGN feedback, on the 21cm signal by post-processing three existing cosmological hydrodynamical simulations of galaxy formation: Illustris, IllustrisTNG, and Eagle. Overall and despite their different underlying galaxy-formation models, the three simulations return similar predictions for the global 21cm rightness temperature and its power spectrum. At fixed redshift, most differences are attributable to differences in the history of reionization, in turn driven by differences in the build-up of stellar sources of radiation. However, the impact of astrophysics is imprinted in the 21cm power spectrum through several unique signatures. First, we find significant small scale ($k \geq 10\, \rm {Mpc}^{-1}$) differences between Illustris and IllustrisTNG, where higher velocity winds generated by supernova feedback soften density peaks and lead to lower 21cm power in TNG. Second, we find more 21cm power at intermediate scales ($k \approx 0.8\, \rm {Mpc}^{-1}$) in Eagle, due to differences in ionization driven by highly effective stellar feedback, leading to lower star formation, older and redder stellar populations, and thus lower ionizing luminosities. Though subtle, these features could allow future observations of the 21cm signal, in conjunction with other reionization observables, to constrain theoretical models for galactic feedback at high redshift.Comment: submitted to MNRAS (12/05/23