The Strength of Whites' Ties: How Employers Reward the Referrals of Black and White Jobseekers.
Sociologists commonly point to jobseekers' racially segregated networks and employers' discriminatory behavior to explain racial inequality in employment. Network scholars argue that, given segregated networks and black and white employees' unequal position in the labor market, employers' reliance o...
| Publicado en: | Social Forces Vol. 97; no. 2; pp. 741 - 769 |
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| Formato: | Artículo |
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Oxford University Press / USA
Dec2018
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| Acceso en línea: | Ver este registro en EBSCOhost |
| fields | @attributes: recordID: 1 pdfLink: plink: https://search.ebscohost.com/login.aspx?direct=true&db=ssf&AN=133281936&site=ehost-live header: @attributes: shortDbName: ssf uiTerm: 133281936 longDbName: Social Sciences Full Text (H.W. Wilson) uiTag: AN controlInfo: bkinfo: jinfo: jid: 00377732 SFR jtl: Social Forces issn: 00377732 maglogo: N pubinfo: dt: Dec2018 vid: 97 iid: 2 pid: 622 pub: Oxford University Press / USA artinfo: ui: 133281936 10.1093/sf/soy051 ppf: 741 ppct: 28 formats: fmt: – @attributes: type: T – @attributes: type: P size: 793KB tig: atl: The Strength of Whites' Ties: How Employers Reward the Referrals of Black and White Jobseekers. aug: au: Silva, Fabiana affil: University of Michigan su: Racism Personnel management Employment of Black people Prejudices Employee selection Job applications Employee recruitment Employment practices sug: subj: Racism Personnel management Employment of Black people Prejudices Administration of Human Resource Programs (except Education, Public Health, and Veterans' Affairs Programs) Human Resources Consulting Services Employee selection Job applications Employee recruitment Employment practices keyword: Discrimination Race/Ethnicity Social Networks Discrimination Race/Ethnicity Social Networks ab: Sociologists commonly point to jobseekers' racially segregated networks and employers' discriminatory behavior to explain racial inequality in employment. Network scholars argue that, given segregated networks and black and white employees' unequal position in the labor market, employers' reliance on employee referrals reproduces black disadvantage. Scholars of discrimination focus instead on employers' unequal treatment of equally qualified black and white jobseekers. Drawing on an original experiment with a sample of white individuals with hiring responsibilities, I seek to bridge these literatures by examining whether respondents' racial prejudice affects how they reward employee referrals of black and white applicants from black and white employees. I use a measure of implicit prejudice that is resistant to social desirability and that can capture biases among people who genuinely believe they are unbiased. Whether evaluated by low-prejudiced or high-prejudiced respondents, white applicants benefit greatly from same-race referrals. In contrast, black applicants do not benefit from same-race referrals, even when they are evaluated by low-prejudiced respondents. In fact, black applicants only benefit from having a referral when two conditions are met: the referring employee is white and they are evaluated by a relatively low-prejudiced respondent. These findings suggest that in addition to their disadvantage in access to employee referrals, black jobseekers suffer from a disadvantage in returns to these referrals. pubtype: Academic Journal doctype: Article src: R language: English refInfo: copyright: @attributes: flag: N holdings: @attributes: islocal: N |
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