Evidence from Field Experiments in Hiring Shows Substantial Additional Racial Discrimination after the Callback

Social Forces ◽  
2020 ◽  
Vol 99 (2) ◽  
pp. 732-759 ◽  
Author(s):  
Lincoln Quillian ◽  
John J Lee ◽  
Mariana Oliver
Keyword(s):  
Racial Discrimination ◽  
Field Experiments ◽  
Experimental Studies ◽  
Ethnic Discrimination ◽  
Statistical Discrimination ◽  
Important Method ◽  
Hiring Discrimination ◽  
Hiring Process ◽  
Job Offers

Abstract Field experiments using fictitious applications have become an increasingly important method for assessing hiring discrimination. Most field experiments of hiring, however, only observe whether the applicant receives an invitation to interview, called the “callback.” How adequate is our understanding of discrimination in the hiring process based on an assessment of discrimination in callbacks, when the ultimate subject of interest is discrimination in job offers? To address this question, we examine evidence from all available field experimental studies of racial or ethnic discrimination in hiring that go to the job offer outcome. Our sample includes 12 studies encompassing more than 13,000 job applications. We find considerable additional discrimination in hiring after the callback: majority applicants in our sample receive 53% more callbacks than comparable minority applicants, but majority applicants receive 145% more job offers than comparable minority applicants. The additional discrimination from interview to job offer is weakly correlated (r = 0.21) with the level of discrimination earlier in the hiring process. We discuss the implications of our results for theories of discrimination, including statistical discrimination.

scholarly journals Comparative Perspectives on Racial Discrimination in Hiring: The Rise of Field Experiments

2020 ◽  
Author(s):  
Lincoln Quillian ◽  
Arnfinn H. Midtbøen
Keyword(s):  
Racial Discrimination ◽  
Race And Ethnicity ◽  
Field Experiments ◽  
Minority Groups ◽  
Experimental Studies ◽  
Ethnic Discrimination ◽  
Comparative Perspective ◽  
Future Research ◽  
Institutional Rules ◽  
Hiring Discrimination

This article reviews studies of discrimination against racial and ethnic minority groups in hiring in cross-national comparative perspective. We focus on field-experimental studies of hiring discrimination: studies that use fictitious applications from members of different racial and ethnic group to apply for actual jobs. There are more than 140 field experimental studies of hiring discrimination against ethno-racial minority groups in 30 countries. These studies show that racial and ethnic discrimination is a pervasive international phenomenon that has hardly declined over time, although levels vary significantly over countries. The comparative perspective from this body of research helps to move beyond micro-models of employer decision-making to better understand the roles of history, social context, institutional rules, and racist ideologies in producing discrimination. Some racial discrimination is driven by correlated conditions like religion, but the clues producing most discrimination on these bases are fundamentally racialized. Studies suggest that institutional rules regarding race and ethnicity in hiring can have an important influence on levels of discrimination. Suggestions for future research on discrimination are discussed.

scholarly journals Comparative Perspectives on Racial Discrimination in Hiring: The Rise of Field Experiments

2021 ◽  
Vol 47 (1) ◽  
Author(s):  
Lincoln Quillian ◽  
Arnfinn H. Midtbøen
Keyword(s):  
Race And Ethnicity ◽  
Field Experiments ◽  
Minority Groups ◽  
Experimental Studies ◽  
Ethnic Discrimination ◽  
Future Research ◽  
Annual Review ◽  
Publication Date ◽  
Institutional Rules ◽  
Hiring Discrimination

This article reviews studies of discrimination against racial and ethnic minority groups in hiring in cross-national perspective. We focus on field-experimental studies of hiring discrimination: studies that use fictitious applications from members of different racial and ethnic groups to apply for actual jobs. There are more than 140 field experimental studies of hiring discrimination against ethno-racial minority groups in 30 countries. We outline seventeen empirical findings from this body of studies. We also discuss individual and contextual theories of hiring discrimination, the relative strengths and weaknesses of field experiments to assess discrimination, and the history of such field experiments. The comparative scope of this body of research helps to move beyond micromodels of employer decision-making to better understand the roles of history, social context, institutional rules, and racist ideologies in producing discrimination. These studies show that racial and ethnic discrimination is a pervasive international phenomenon that has hardly declined over time, although levels vary significantly over countries. Evidence indicates that institutional rules regarding race and ethnicity in hiring can have an important influence on levels of discrimination. Suggestions for future research on discrimination are discussed. Expected final online publication date for the Annual Review of Sociology, Volume 47 is July 2021. Please see http://www.annualreviews.org/page/journal/pubdates for revised estimates.

scholarly journals Foreign Accents in the Early Hiring Process: A Field Experiment on Accent-Related Ethnic Discrimination in Germany

2021 ◽  
pp. 019791832110420
Author(s):  
Miriam Schmaus ◽  
Cornelia Kristen
Keyword(s):  
Field Experiment ◽  
General Social Survey ◽  
Ethnic Discrimination ◽  
Statistical Discrimination ◽  
Foreign Accent ◽  
Employment Agency ◽  
Accented Speech ◽  
Job Advertisement ◽  
Hiring Process ◽  
The Difference

Based on a field experiment conducted in Germany between October 2014 and October 2015, this article focuses on the disadvantages associated with the presence of a foreign accent in the early hiring process, when applicants call in response to a job advertisement to ask whether the position is still available. We examine whether a foreign accent influences employers’ behaviors via productivity considerations and/or whether foreign-accented speech is related to statistical discrimination or tastes among employers or customers that translate into differential treatment. To address these processes, we supplement our field-experimental data with information on job and firm characteristics from the texts of vacancy announcements and advertising companies’ homepages, on labor supply from the Federal Employment Agency, and on anti-immigrant attitudes from the German General Social Survey. Results suggest that while calling with a Turkish name did not result in a lower rate of positive replies, this rate was reduced for candidates who called with a Turkish accent. Turkish-accented applicants were told more often than the advertised position was already filled. Our findings suggest that the difference in response rates was not due to productivity considerations related to how well individuals understood foreign-accented speakers. Instead, results support the notion that the observed disadvantages were linked to discrimination based on employers’ ethnic tastes. While we found no indications pointing to the relevance of customer tastes or statistical discrimination, we cannot rule out these processes altogether. Our findings demonstrate that language cues can be more relevant than applicants’ names in shaping employers’ initial responses. They, thereby, highlight the need to consider multiple ethnic cues and different stages of the hiring process.

Field Experiments and Job Posting Sources: The Consequences of Job Database Selection for Estimates of Racial Discrimination

2021 ◽  
pp. 233264922110293
Author(s):  
David S. Pedulla ◽  
John Muñoz ◽  
Katherine E. Wullert ◽  
Felipe A. Dias
Keyword(s):  
Racial Discrimination ◽  
Field Experiments ◽  
The United States ◽  
Sampling Procedure ◽  
Social Difference ◽  
Hiring Process ◽  
Open Questions ◽  
The Social ◽  
Job Postings ◽  
Types Of Information

Field experiments have proliferated throughout the social sciences and have become a mainstay for identifying racial discrimination during the hiring process. To date, field experiments of labor market discrimination have generally drawn their sample of job postings from limited sources, often from a single major online job posting website. While providing a large pool of job postings across labor markets, this narrow sampling procedure leaves open questions about the generalizability of the findings from field experiments of racial discrimination in the extant literature. In this paper, we present evidence from a field experiment examining racial discrimination in the hiring process that draws its sample from two sources: (1) a national online job posting website that aligns with previous research, and (2) a job aggregator service that scrapes the web daily in an effort to obtain all online job postings in the United States. While differing in the types of information they collect, we find the job postings drawn from the two sources result in similar estimates of discrimination against Black applicants. In other words, we do not find evidence that racial discrimination varies by the source of the job posting. We conclude by discussing the implications of these findings for studies of racial discrimination, discrimination along other axes of social difference, as well as field-experimental methods more broadly.

Mechanisms for hiring discrimination of immigrant applicants in the United States

2020 ◽  
Vol 39 (4) ◽  
pp. 395-417
Author(s):  
Ekundayo Y. Akinlade ◽  
Jason R. Lambert ◽  
Peng Zhang
Keyword(s):  
Power Relations ◽  
The United States ◽  
Immigrant Status ◽  
Job Seekers ◽  
Theoretical Understanding ◽  
Content Type ◽  
Hiring Discrimination ◽  
Hiring Process ◽  
Job Offers ◽  
Job Acceptance

PurposeFew studies examine how hiring discrimination can be an antecedent to the labor exploitation of immigrant workers. The main purpose of this paper is to advance the theoretical understanding of how the intersectionality of race and immigrant status affects differential hiring treatment, and how it affects job offers, job acceptance and hiring decision outcomes for immigrant job seekers.Design/methodology/approachThe paper draws from theories on status and intersectionality, and literature on immigration labor and racial hierarchy, addressing the unequal power relations that underlie race and immigration status affecting the hiring process, to advance critical understandings of why immigrant job seekers accept positions where they may be exploited.FindingsThis paper provides a conceptual model to critically synthesize the complexity between race and immigrant status, and their effect on the experience of immigrant job seekers differently. Exploitation opportunism is introduced to better understand the mechanisms of hiring discrimination among immigrant job seekers to include the role of race, immigrant status, economic motivations and unequal power relations on the hiring process.Practical implicationsThe framework for exploitation opportunism will help employers improve the quality and fairness of their hiring methods, and empower immigrant job seekers to not allow themselves to accept subpar job offers which can lead to exploitation.Originality/valueThe paper provides an original analysis of immigrant job seekers' experience of the hiring process that reveals the intragroup differences among immigrants based on race and status, and the decision-making mechanisms that hiring managers and immigrant job seekers use to evaluate job offers and job acceptance.

scholarly journals Discrimination and Health: The Mediating Effect of Acculturative Stress

2021 ◽  
Vol 18 (10) ◽  
pp. 5312
Author(s):  
Alfonso Urzúa ◽  
Alejandra Caqueo-Urízar ◽  
Diego Henríquez ◽  
David R. Williams
Keyword(s):  
Mental Health ◽  
Racial Discrimination ◽  
Acculturative Stress ◽  
Short Form ◽  
Cross Sectional Study ◽  
Ethnic Discrimination ◽  
Mediating Effect ◽  
Physical And Mental Health ◽  
Negative Effects ◽  
Cross Sectional

There is not much evidence on the effects of south–south migration and its consequences on physical and mental health. Our objective was to examine the mediating role of Acculturative Stress in the association between ethnic discrimination and racial discrimination with physical and mental health. This research is a non-experimental, analytical, cross-sectional study. A total of 976 adult Colombian migrants living in Chile were interviewed. We used the Everyday Discrimination Scale, the acculturative stress scale, and the Medical Outcomes Study Short Form (SF-12) for health status; we found that racial and ethnic discrimination had a negative effect on physical and mental health. In the simultaneous presence of both types of discrimination, racial discrimination was completely absorbed by ethnic discrimination, the latter becoming a total mediator of the effect of racial discrimination on mental and physical health. Our findings are consistent with the literature, which suggests that there are various types of discrimination which, individually or in their intersectionality, can have negative effects on health.

scholarly journals ASSESSMENT THE MORAL DON'TS IN THE NEWS SERVICES OF LOCAL TVS IN BAGHLAN

2021 ◽  
pp. 169-185
Author(s):  
Ansarullah Omari
Keyword(s):  
Social Responsibility ◽  
Racial Discrimination ◽  
Research Method ◽  
Television News ◽  
Ethnic Discrimination ◽  
Sample Population ◽  
Media Ethics ◽  
Statistical Population ◽  
News Service ◽  
News Services

Research subject (review of moral don’ts in the news service of Baghlan local TV). The question of the research is how local TV stations in Baghlan act in order to avoid moral don’ts in their news services? Moral don’ts, in fact, are the red lines in the field of individual and social ethics that obliges journalists to refrain from them in preparing news and reports. The aim of this study is to understand the commitment of journalists of Baghlan local TVs in refraining from ethical don'ts in producing news productions. The importance of the research is that the journalists and officials of the local TV stations in Baghlan, by studying it, should identify the moral don’ts in news service and make efforts to eliminate them, and this will lead to the advancement of ethical journalism. Among the variables or moral don’ts (desecration, distortion of facts, promotion of slavery, and involvement in criminal and political issues, psychological warfare, sexual abuse, racial discrimination, ethnic discrimination and linguistic discrimination) have been studied in the Baghlan local TVs news services. The important findings of the study are that the relationship between four variables (desecration, distortion of facts, racial discrimination and ethnic discrimination) are meaningful in Baghlan local TVs news services; that its two variables (racial discrimination and ethnic discrimination) are common in all three TV stations (Baghlan National, Pasban and Tanwir) and the other two variables are only meaningful on Pasban TV. The present article is based on the theory of social responsibility. In the theory of social responsibility, the media accept and implement certain obligations in society, including refraining from moral don’ts. The research method is a quantitative research method of survey or field type. The statistical population is Pul-e-Khumri city and the sample population were selected using non-random (targeted) sampling. Keywords: ethics, media ethics, television, news service, moral don’ts

scholarly journals Experimental and Theoretical Study of the Axial Distribution of Solid Phase Particles in a Fluidized Bed

2021 ◽  
Vol 64 (4) ◽  
pp. 349-362
Author(s):  
A. V. Mitrofanov ◽  
V. E. Mizonov ◽  
N. S. Shpeynova ◽  
S. V. Vasilevich ◽  
N. K. Kasatkina
Keyword(s):  
Fluidized Bed ◽  
Field Experiments ◽  
Solid Phase ◽  
Cell Model ◽  
Experimental Studies ◽  
Parametric Identification ◽  
Resistance Coefficient ◽  
Model Material ◽  
Spherical Particles ◽  
Axial Distribution

The article presents the results of computational and experimental studies of the distribution of a model material (plastic spherical particles with a size of 6 mm) along the height of a laboratory two-dimensional apparatus of the fluidized bed of the periodic principle of action. To experimentally determine the distribution of the solid phase over the height of the apparatus, digital photographs of the fluidized bed were taken, which were then analyzed using an algorithm that had been specially developed for this purpose. The algorithm involved splitting the image by height into separate rectangular areas, identifying the particles and counting their number in each of these areas. Numerical experiments were performed using the previously proposed one-dimensional cell model of the fluidization process, constructed on the basis of the mathematical apparatus of the theory of Markov chains with discrete space and time. The design scheme of the model assumes the spatial decomposition of the layer in height into individual elements of small finite sizes. Thus, the numerically obtained results qualitatively corresponded to the full-scale field experiment that had been set up. To ensure the quantitative reliability of the calculated forecasts, a parametric identification of the model was performed using known empirical dependencies to calculate the particle resistance coefficient and estimate the coefficient of their macrodiffusion. A comparison of the results of numerical and field experiments made us possible to identify the most productive empirical dependencies that correspond to the cellular scheme of modeling the process. The resulting physical and mathematical model has a high predictive efficiency and can be used for engineering calculations of devices with a fluidized bed, as well as for setting and solving problems of optimal control of technological processes in these devices for various target functions.

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