Actions Speak Too: Uncovering Possible Implicit and Explicit Discrimination in the Employment Interview Process

Lepak, David P.; Jiang, Kaifeng; Han, Kyongji; Castellano, William; Hu, Jia

doi:10.1002/9781118311141.ch8

Cited by 4 publications

(4 citation statements)

References 193 publications

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“…Previous research has concluded that implicit measures may be better predictors of spontaneous and difficult to control behaviors such as nonverbal behaviors (Macan & Merritt, 2011). Hiring recommendations may fall into the category of deliberate behaviors.…”

Section: Discussionmentioning

confidence: 99%

Weight Discrimination Against Females of Different Races

Bartels¹,

Nordstrom²,

Pyatt³

2013

JPR

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With increased obesity rates, more individuals are likely to experience weight-related employment discrimination.In this 2 (weight) by 3 (race) design, overweight female job applicants received lower hiring and salary recommendations than normal weight females. There were no significant race differences in hiring and salary recommendations across Black, Hispanic, and White female job applicants in hiring and salary recommendations.Explicit and implicit measures of weight bias were modestly correlated. Only explicit weight bias predicted hiring recommendations. Results showed that managers' explicit weight biases may impact their hiring recommendations and suggest that qualified, overweight individuals may be passed over in the hiring process.

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Section: Discussionmentioning

confidence: 99%

Weight Discrimination Against Females of Different Races

Bartels¹,

Nordstrom²,

Pyatt³

2013

JPR

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show abstract

“…However, structured interviews appear not to be immune to bias (Macan & Merritt, 2011), and despite these advancements the interview has remained under much scrutiny for its proneness to bias and discrimination of applicants based on stigmatizing factors such as race (Roth, Van Iddekinge, Huffcutt, Eidson Jr, & Bobko, 2002), obesity (Puhl & Heuer, 2009), and facial stigma (Madera & Hebl, 2012).…”

Section: Job Interview and Biasmentioning

confidence: 98%

“…We focus on the job interview as a social setting that is shown to be vulnerable to biased decision making, particularly when encountering stigmatized applicants (Macan & Merritt, 2011;Madera & Hebl, 2012). Dipboye and Jackson (1999) were among the first to show that interviewers are overconfident about their own ability to evaluate job applicants, and we seek to expand this line of research by investigating interviewer confidence in the context of biased decisions.…”

mentioning

confidence: 99%

Often biased but rarely in doubt: How initial reactions to stigmatized applicants affect interviewer confidence

2016

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“…To accomplish inclusion, we each need to recognize our biases, including our unconscious biases, and the effects that those biases may have on our interactions with others. A growing body of literature suggests that although explicit goals for diversity may be set, implicit biases may affect our ability to successfully achieve those goals (e.g., Macan & Merritt, 2011). ''While our prejudices may vary, we're all the same in having prejudices'' (Kandola, 2009, p. 3).…”

Section: Additional Points To Considermentioning

confidence: 99%