scholarly journals Holdup and Hiring Discrimination with Search Friction

2015 ◽  
Author(s):  
Sheng Bi ◽  
Yuanyuan Li
Keyword(s):  
Hiring Discrimination ◽  
Search Friction

Are Temporary Work Agencies More Vulnerable to Ethnic Hiring Discrimination?

2012 ◽  
Author(s):  
Jeroen Decoster ◽  
Stephanie Segers ◽  
Eva Derous
Keyword(s):  
Temporary Work ◽  
Hiring Discrimination ◽  
Temporary Work Agencies

Do applicants with an Arab-sounding name suffer more hiring discrimination?

2008 ◽  
Author(s):  
Eva Derous ◽  
Hannah-Hanh Nguyen ◽  
Ann Marie Ryan
Keyword(s):  
Hiring Discrimination

Implicit obesity bias predicts real hiring discrimination in the labor market

2011 ◽  
Author(s):  
Jens Agerstrom ◽  
Dan-Olof Rooth
Keyword(s):  
Labor Market ◽  
Hiring Discrimination ◽  
Obesity Bias

Monitoring hiring discrimination through online recruitment platforms

Nature ◽  
2021 ◽  
Vol 589 (7843) ◽  
pp. 572-576
Author(s):  
Dominik Hangartner ◽  
Daniel Kopp ◽  
Michael Siegenthaler
Keyword(s):  
Hiring Discrimination ◽  
Online Recruitment

Geen baan voor een Marokkaan?

2011 ◽  
Vol 24 (2) ◽  
Author(s):  
Eva Derous
Keyword(s):  
Social Identity ◽  
Impression Formation ◽  
Social Dominance ◽  
Social Dominance Orientation ◽  
Policy Capturing ◽  
Dutch Society ◽  
Subordinate Male ◽  
Hiring Discrimination ◽  
Resume Screening

Are Moroccans less employable than Dutch? Taking a closer look at hiring discrimination upon resume-screening Are Moroccans less employable than Dutch? Taking a closer look at hiring discrimination upon resume-screening Anonymous resume screening is much debated in Dutch society. A policy capturing study among native, Dutch recruiters showed that Moroccan applicants suffered hiring discrimination on the basis of their ethic-sounding names as appearing on resumes. Moroccan males were discriminated more than Moroccan females and Dutch applicants, lending support for the subordinate male target-hypothesis. The amount of external client contact did not moderate findings but recruiters low in social dominance orientation discriminated less against Moroccans. Findings are discussed in the context of theories on social identity and impression formation. Implications for practice, like anonymous resume screening, are discussed.

scholarly journals What does someone's gender identity signal to employers?

2020 ◽  
Vol 41 (6) ◽  
pp. 753-777 ◽  
Author(s):  
Hannah Van Borm ◽  
Marlot Dhoop ◽  
Allien Van Acker ◽  
Stijn Baert
Keyword(s):  
Labour Market ◽  
Parental Leave ◽  
Business Students ◽  
Bivariate Analysis ◽  
Lower Probability ◽  
Multiple Mediation ◽  
Content Type ◽  
Hiring Discrimination ◽  
Labour Market Discrimination ◽  
Transgender Men

PurposeThe purpose of this paper is to explore the mechanisms underlying hiring discrimination against transgender men.Design/methodology/approachThe authors conduct a scenario experiment with final-year business students in which fictitious hiring decisions are made about transgender or cisgender male job candidates. More importantly, these candidates are scored on statements related to theoretical reasons for hiring discrimination given in the literature. The resulting data are analysed using a bivariate analysis. Additionally, a multiple mediation model is run.FindingsSuggestive evidence is found for co-worker and customer taste-based discrimination, but not for employer taste-based discrimination. In addition, results show that transgender men are perceived as being in worse health, being more autonomous and assertive, and have a lower probability to go on parental leave, compared with cisgender men, revealing evidence for (positive and negative) statistical discrimination.Social implicationsTargeted policy measures are needed given the substantial labour market discrimination against transgender individuals measured in former studies. However, to combat this discrimination effectively, one needs to understand its underlying mechanisms. This study provides the first comprehensive exploration of these mechanisms.Originality/valueThis study innovates in being one of the first to explore the relative empirical importance of dominant (theoretical) explanations for hiring discrimination against transgender men. Thereby, the authors take the logical next step in the literature on labour market discrimination against transgender individuals.

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