Similarly, a study (2000) conducted by economic experts Claudia Goldin from Harvard University and Cecilia Rouse from Princeton University shows that when evaluators of applicants could see the applicant's gender they were more likely to select men. When the applicants gender could not be observed, the number of women hired significantly increased. David Neumark, a Professor of Economics at the University of California, Irvine, and colleagues (1996) found statistically significant evidence of sex discrimination against women in hiring. In an audit study, matched pairs of male and female pseudo-job seekers were given identical résumés and sent to apply for jobs as waiters and waitresses at the same set of restaurants. In high priced restaurants, a female applicant's probability of getting an interview was 35 percentage points lower than a male's and her probability of getting a job offer was 40 percentage points lower. Additional evidence suggests that customer biases in favor of men partly underlie the hiring discrimination. According to Neumark, these hiring patterns appear to have implications for sex differences in earnings, as informal survey evidence indicates that earnings are higher in high-price restaurants.