Evidence from Field Experiments in Hiring Shows Substantial Additional Racial Discrimination after the Callback.
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 understandin...
| Publicado en: | Social Forces Vol. 99; no. 2; pp. 732 - 760 |
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| Autores principales: | , , |
| Formato: | Artículo |
| Publicado: |
Oxford University Press / USA
Dec2020
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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=146930341&site=ehost-live header: @attributes: shortDbName: ssf uiTerm: 146930341 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: Dec2020 vid: 99 iid: 2 pid: 622 pub: Oxford University Press / USA artinfo: ui: 146930341 10.1093/sf/soaa026 ppf: 732 ppct: 28 formats: fmt: – @attributes: type: T – @attributes: type: P size: 1.9MB tig: atl: Evidence from Field Experiments in Hiring Shows Substantial Additional Racial Discrimination after the Callback. aug: au: Quillian, Lincoln Lee, John J Oliver, Mariana affil: Northwestern University su: Race discrimination in employment Social conditions of minorities Social norms Employment interviewing Job offers sug: subj: Race discrimination in employment Social conditions of minorities Social norms Employment interviewing Job offers ab: 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. pubtype: Academic Journal doctype: Article src: R language: English refInfo: copyright: @attributes: flag: N holdings: @attributes: islocal: N |
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