Browse
Submit Data
Databases
API
Help

Dataset Information

16 Views

0 Connections

0 Citations

0 Reanalyses

0 Downloads

Omics score: 0

The "Big Two" in Hiring Discrimination: Evidence From a Cross-National Field Experiment.

ABSTRACT: We tested whether signaling warmth and competence ("Big Two") in job applications increases hiring chances. Drawing on a field experimental data from five European countries, we analyzed the responses of employers (N = 13,162) to applications from fictitious candidates of different origin: native candidates and candidates of European, Asian, or Middle-Eastern/African descent. We found that competence signals slightly increased invitation rates, while warmth signals had no effect. We also found ethnic discrimination, a female premium, and differences in callbacks depending on job characteristics. Importantly, however, providing stereotype signals did not reduce the level of ethnic discrimination or the female premium. Likewise, we found little evidence for interactions between stereotype signals and job demands. While speaking against the importance of "Big Two" signals in application documents, our results highlight the importance of group membership and hopefully stimulate further research on the role of in particular ethnic stereotypes for discrimination in hiring.

SUBMITTER: Veit S

PROVIDER: S-EPMC8801666 | biostudies-literature |

REPOSITORIES: biostudies-literature

ACCESS DATA

Json Xml

Similar Datasets

Do State Laws Protecting Older Workers from Discrimination Reduce Age Discrimination in Hiring? Evidence from a Field Experiment.

Project description:We conduct a resume field experiment in all U.S. states to study how state laws protecting older workers from age discrimination affect age discrimination in hiring for retail sales jobs. We relate the difference in callback rates between old and young applicants to state variation in age and disability discrimination laws. These laws could boost hiring of older applicants, although they could have the unintended consequence of deterring hiring if they increase termination costs. In our preferred estimates that are weighted to be representative of the workforce, we find evidence that there is less discrimination against older men and women in states where age discrimination law allows larger damages, and more limited evidence that there is lower discrimination against older women in states where disability discrimination law allows larger damages. Our clearest result is that these laws do not have the unintended consequence of lowering callbacks for older workers.

| S-EPMC7015261 | biostudies-literature

Gender and Racial Discrimination in Hiring Before and During the COVID-19 Pandemic: Evidence from a Field Experiment of Accountants, 2018–2020*

Project description:In this article, we ask whether macro-level changes during the first year of the COVID-19 pandemic relate to changes in the levels of discrimination against women and Black job-seekers at the point of hire. We develop three main hypotheses: that discrimination against women and Black job-seekers increases due to a reduction in labor demand; that discrimination against women decreases due to the reduced supply of women employees and applicants; and that discrimination against Black job-seekers decreases due to increased attention toward racial inequities associated with the Black Lives Matter protests during the summer of 2020. We test these hypotheses using a correspondence audit study collected over two periods, before and during the early COVID-19 pandemic, for one professional occupation: accountants. We find that White women experience a positive change in callbacks during the pandemic, being preferred over White men, and this change is concentrated in geographic areas that experienced relatively larger decreases in women's labor supply. Black women experience discrimination pre-pandemic but receive similar callbacks to White men during the pandemic. In contrast to both White and Black women, discrimination against Black men is persistent before and during the pandemic. Our findings are consistent with the prediction of gender-specific changes in labor supply being associated with gender-specific changes in hiring discrimination during the COVID-19 pandemic. More broadly, our study shows how hiring decision-making is related to macro-level labor market processes.

| S-EPMC9047608 | biostudies-literature

The mark of mental health problems. A field experiment on hiring discrimination before and during COVID-19.

Project description:Mental health problems are associated with poor labour market outcomes. Based on data from a field experiment, this article investigates the extent to which hiring discrimination limits the job opportunities of young applicants who disclose a history of mental health problems. From September 2019 to December 2020, 1398 job applications were sent in pairs to 699 employers with job openings in a broad selection of occupations in the Norwegian labour market. The applicants were equally qualified except that, in each pair, one applicant informed about mental health problems as an explanation for a past employment break. The results show that applicants who disclose mental health problems are discriminated against in hiring processes. Applicants with mental health problems have about 27% lower probability of receiving an invitation to a job interview and about 22% lower probability of receiving any positive employer response. These results do not seem to have been driven by the COVID-19 crisis that unfolded during the course of the study. As such, the study provides suggestive evidence that uncertain economic times might not necessarily increase the level of discrimination against applicants with mental health problems.

| S-EPMC9755972 | biostudies-literature

Employment Discrimination against Indigenous Peoples in the United States: Evidence from a Field Experiment.

Project description:We conducted an audit study - a resume correspondence experiment - to measure discrimination in hiring faced by Indigenous Peoples in the United States (Native Americans, Alaska Natives, and Native Hawaiians). We sent employers 13,516 realistic resumes of Indigenous or white applications for common jobs in 11 cities. We signalled Indigenous status in one of four different ways. Interview offer rates do not differ by race, which holds after an extensive battery of robustness checks. We discuss multiple concerns such as the saliency of signals, selection of cities and occupations, and labour market tightness that could affect the results of our audit study and those of others. We also conduct decompositions of wages, unemployment rates, unemployment durations, and employment durations to explore if discrimination might exist in contexts outside our experiment. We conclude by highlighting the essential tests and considerations that are important for future audit studies, regardless of if they find discrimination or not.

| S-EPMC7351098 | biostudies-literature

Meta-analysis of field experiments shows no change in racial discrimination in hiring over time.

Project description:This study investigates change over time in the level of hiring discrimination in US labor markets. We perform a meta-analysis of every available field experiment of hiring discrimination against African Americans or Latinos (n = 28). Together, these studies represent 55,842 applications submitted for 26,326 positions. We focus on trends since 1989 (n = 24 studies), when field experiments became more common and improved methodologically. Since 1989, whites receive on average 36% more callbacks than African Americans, and 24% more callbacks than Latinos. We observe no change in the level of hiring discrimination against African Americans over the past 25 years, although we find modest evidence of a decline in discrimination against Latinos. Accounting for applicant education, applicant gender, study method, occupational groups, and local labor market conditions does little to alter this result. Contrary to claims of declining discrimination in American society, our estimates suggest that levels of discrimination remain largely unchanged, at least at the point of hire.

| S-EPMC5642692 | biostudies-literature

Competing social identities and intergroup discrimination: Evidence from a framed field experiment with high school students in Vietnam.

Project description:We conducted a framed field experiment to explore a situation where individuals have potentially competing social identities to understand how group identification and socialisation affect in-group favouritism and out-group discrimination. The Dictator Game and the Trust Game were conducted in Vietnam's Ho Chi Minh City on two groups of high school students with different backgrounds, i.e., French bilingual and monolingual (Vietnamese) students. We find strong evidence for the presence of these two phenomena: our micro-analysis of within- and between-school effects show that bilingual students exhibit higher discriminatory behaviour toward non-bilinguals within the same school than toward other bilinguals from a different school, implying that group identity is a key factor in the explanation of intergroup cooperation and competition.

| S-EPMC8659309 | biostudies-literature

Big bluestem/RAMP experiment

Project description:On September 13, 2003, leaf tissue was collected from Andropogon gerardii growing in field plots under two precipitation variability treatments:ambient and altered (50% longer interval). cDNA was synthesized, labelled alternately with Cy3 and Cy5 and cross-hybridized to a maize microarray developed in the Schnable lab at Iowa State. Keywords: repeat sample

2005-05-25 | GSE2702 | GEO

Implicit Age Cues in Resumes: Subtle Effects on Hiring Discrimination.

Project description:Anonymous resume screening, as assumed, does not dissuade age discriminatory effects. Building on job market signaling theory, this study investigated whether older applicants may benefit from concealing explicitly mentioned age signals on their resumes (date of birth) or whether more implicit/subtle age cues on resumes (older-sounding names/old-fashioned extracurricular activities) may lower older applicants' hirability ratings. An experimental study among 610 HR professionals using a mixed factorial design showed hiring discrimination of older applicants based on implicit age cues in resumes. This effect was more pronounced for older raters. Concealing one's date of birth led to overall lower ratings. Study findings add to the limited knowledge on the effects of implicit age cues on hiring discrimination in resume screening and the usefulness of anonymous resume screening in the context of age. Implications for research and practice are discussed.

| S-EPMC5554369 | biostudies-literature

Big bluestem/RAMP experiment

2010-06-10 | E-GEOD-2702 | biostudies-arrayexpress

Testing consumer theory: evidence from a natural field experiment.

Project description:We present evidence from a natural field experiment designed to shed light on whether individual behavior is consistent with a neoclassical model of utility maximization subject to budget constraints. We do this through the lens of a field experiment on charitable giving. We find that the behavior of at least 80% of individuals, on both the extensive and intensive margins, can be rationalized within a standard neoclassical choice model in which individuals have preferences, defined over own consumption and their contribution towards the charitable good, satisfying the axioms of revealed preference.

| S-EPMC6956945 | biostudies-literature

OmicsDI is part of the ELIXIR infrastructure

OmicsDI is an Elixir interoperability service. Learn more ›

Tweets

OmicsDI Databases

PRIDE
PeptideAtlas
MassIVE
JPOST Repository
Physiome Model Repository

EGA
EVA
ENA
LINCS
PAXDB
Cell Collective

MetaboLights
Metabolomics Workbench
MetabolomeExpress
GNPS
BioModels
FAIRDOMHub

ArrayExpress
dbGaP
ExpressionAtlas
GEO
NODE

Information

Databases
Help
API
Contact us
Code on GitHub
Terms of use
Submit Data