APPLICANT RACE AND JOB PLACEMENT DECISIONS: A NATIONAL SURVEY EXPERIMENT

Net of controls for educational credentials, recommendations, age, high school quality, employment sector, firm size and region, white personnel officers tend to assign black male high school graduates to lower paying positions than those assigned to white male high school graduates in the USA. Simi...

Full description

Saved in:
Bibliographic Details
Published in:International journal of sociology and social policy 1986-01, Vol.6 (1), p.3-24
Main Authors: Henry Braddock, Jomills, Crain, Robert L, McPartland, James M, Dawkins, Russell L
Format: Article
Language:English
Subjects:
Affirmative action
Black people
Decision making
Discrimination
Employees
Employers
Employment
Factors
Females
Job
Job Requirements
Labor market
Male workers
Males
Minority & ethnic groups
Placement
Polls & surveys
Questionnaires
Race
Race and employment
Racial discrimination
Regression analysis
Secondary schools
Statistical data
Surveys
USA
Women workers
Citations: Items that this one cites
Items that cite this one
Online Access:Get full text
Tags: Add Tag
No Tags, Be the first to tag this record!
Description
Summary:Net of controls for educational credentials, recommendations, age, high school quality, employment sector, firm size and region, white personnel officers tend to assign black male high school graduates to lower paying positions than those assigned to white male high school graduates in the USA. Similar patterns are observed for while female college graduates. The effect of job candidates' race on employers' job placement decisions is examined, using data gathered by the randomised vignette technique. These patterns of apparent bias in job placement are found to be offset to some degree in firms with affirmative action policies. The findings are discussed in the context of Thurow's (1975) theory of statistical discrimination. Further research is needed to investigate potential discrimination in job selection and to examine characteristics of firms and personnel officers with the greatest propensity to discriminate.
ISSN:0144-333X
1758-6720
DOI:10.1108/eb012998