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This paper takes advantage of a natural experiment to examine the relationship between the price and saliency of health services. A large employer e-mailed individually-targeted health education encouraging high-value care to high-risk employees. Weeks before the program launched, a company reorganization affecting about a quarter of employees resulted in that group not receiving the intervention. Using event study, difference-in-differences, and triple differences methods, I find that costlier services are associated with relatively less utilization and that prior use was associated with relatively more utilization following the campaigns. These results may inform employer, governmental, and health insurer choices concerning low-cost interventions seeking to shift health behaviors, and may also be relevant in other settings in which targeted informational nudges are deployed.

AbstractIn many parts of the world, the rewards attached to a university degree vary significantly according to the name of the institution one attends, particularly in countries with highly stratified postsecondary systems. Because the Canadian higher education system is relatively homogenous and non‐hierarchical, it has been generally accepted that Canadian graduates enter the labour market on equal footing regardless of where they matriculate. We test this assumption through an experimental audit study that compares employers' responses to fictitious matched job applications from equally qualified bachelor's degree recipients from three Ontario universities: Brock, Queen's, and Waterloo. Not all employers make a distinction between the paired applications; but when they do, Waterloo is favoured. In these cases, even though applicants had the same field of study, academic achievement and work experience, employers singled out Waterloo applicants for a response 84% more often than those from Brock. These findings indicate that institutional affiliation matters in Canada, and suggests that graduates from some institutions fare significantly better in the labour market than their equally accomplished peers from other institutions. We conclude that even in relatively non‐hierarchical systems with comparatively minimal structural or resource variation, status hierarchies emerge that privilege some graduates over others.