Automatic associations and discrimination in hiring: Real world evidence
This is the first study providing empirical support for automatically activated associations inducing discriminatory behavior among recruiters in a real-life hiring situation. Two different field experiments on ethnic discrimination in hiring are combined with a measure of employers' automatic attitudes and performance stereotypes toward Arab-Muslim men relative to Swedish men using the Implicit Association Test. The results show that the probability to invite Arab-Muslim job applicants decreases by five percentage points when the recruiter has a one standard deviation stronger negative implicit association toward Arab-Muslim men. This suggests that automatic processes may exert a significant impact on employers' hiring decisions, offering new insights into labor market discrimination.
Year of publication: |
2010
|
---|---|
Authors: | Rooth, Dan-Olof |
Published in: |
Labour Economics. - Elsevier, ISSN 0927-5371. - Vol. 17.2010, 3, p. 523-534
|
Publisher: |
Elsevier |
Keywords: | Implicit attitudes/stereotypes Discrimination Exit from unemployment |
Saved in:
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