Скачать или смотреть Evidence of indirect discrimination against Black and Indigenous men in a simulated hiring scenario.

Racialized and criminalized men represent intersecting groups of marginalized workers. In simulated hiring scenario with 417 subjects, participants were randomly assigned to assess the résumé of a fictitious candidate who did or did not have a criminal record. Participants were asked to make a hiring decision for a position that the candidate was fully qualified to hold. We manipulated the names of the fictitious candidates to evoke the perception that the candidate was a White, Black, or Indigenous man. We found evidence of indirect discrimination based on an interaction between race and criminal record status, such that the presence of a criminal record was a greater disadvantage for racialized candidates. Content analyses found further support for indirect discrimination. Race was never reported as a reason for rejecting racialized candidates. Rather, racialized candidates were ostensibly rejected for other reasons, which were comparatively overlooked in White candidates: having a criminal record or being perceived to lack education, experience, or professionalism. The implications of the study underscore the need for affirmative action or quota-based hiring models, because even when overt discrimination is avoided, it can still manifest through indirect means.

Paper by Tanya Bilsbury and Steven Smith, with acknowledgement to Katelynn Carter-Rogers, presented at the 84th Annual Academy of Management Conference in Chicago, Illinois.

https://journals.aom.org/doi/10.5465/...