Abstract
This study brings together four research lines from different scientific disciplines to expand existing knowledge on the pervasiveness of ethnic discrimination in recruitment and the circumstances under which discrimination is more likely to occur: (1) field experiments on discrimination in recruitment, conducted by economists and sociologists, that have been crucial
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to our knowledge of the prevalence of discrimination but have taught us less about the sources of discrimination; (2) laboratory experiments on interethnic behavior, mainly conducted by psychologists, that provide the opportunity to closely examine conditions that shape discrimination but have so far neglected behavior related to inequality, like hiring; (3) studies on interethnic attitudes, mainly conducted by sociologists, that have provided valuable insights in the mechanisms that underlie interethnic attitudes but cannot ensure that the same factors influence interethnic behavior; and (4) research on the distinction between explicit and implicit attitudes, developed by psychologists, that has shown that both types of attitudes may influence actions but has so far ignored behaviors related to inequality. The main aim of this study is twofold: (1) assess to what extent ethnic discrimination occurs in recruitment processes via online résumé databases in the Netherlands to gain insight in the prevalence of discrimination in recruitment via new channels and provide insight in the role of discrimination in different phases of recruitment procedures; (2) examine under which individual and contextual conditions ethnic discrimination in recruitment is more likely to occur, i.e. when or where ethnic discrimination in recruitment is more likely to arise, who is more likely to discriminate, and who is more likely to be discriminated against. We build upon theoretical approaches from sociology and psychology. First, we draw from two key theoretical approaches within research on determinants of interethnic attitudes to derive expectations on determinants of discriminatory behavior: Ethnic Competition Theory and Contact Theory. Second, we derive predictions on conditions that shape ethnic discrimination from a relatively new line of research within the psychological literature that focuses on the distinction between explicit and implicit attitudes. The key assumption in this literature is that in addition to explicit attitudes that can be controlled and are expressed consciously there are implicit attitudes which can influence actions without intention or awareness. We use a combination of methods: field and laboratory experiments, surveys and reaction time tasks. Results provide strong evidence of discrimination: majority applicants have a 50% higher chance that their résumé is viewed on online résumé databases and are 60% more likely to receive a positive reaction from employers than (equivalent) minority candidates. Discrimination occurs in all sectors, all occupational levels and hits male and female minority applicants. In economically less prosperous times, employers discriminate more. Those who have more positive interethnic social contacts and those with higher educational achievements or backgrounds are less likely to discriminate; males and those with a religious (Christian) background are more likely to discriminate. Finally, discrimination is not always the result of conscious (explicit) processes; unconscious (implicit) negative associations with ethnic minorities also increases the chances that people discriminate
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