Multiple categorization in resume screening: Examining effects on hiring discrimination against Arab applicants in field and lab settings

Debate exists as to what the more appropriate prediction is regarding the effects of multiple stigmatized group memberships on employment discrimination. The ethnic prominence (EP), multiple minority status (MMS), and subordinate male target hypotheses were assessed for the combined effects of ethni...

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Bibliographic Details
Published in:Journal of organizational behavior 2012-05, Vol.33 (4), p.544-570
Main Authors: Derous, Eva, Ryan, Ann Marie, Nguyen, Hannah-Hanh D.
Format: Article
Language:English
Subjects:
Arab people
Arabs
Discrimination
Employment discrimination
Ethnic groups
ethnic prominence
Ethnicity
Gender discrimination
Hiring
hiring discrimination
Hypotheses
Job applicants
Men
Minority & ethnic groups
multiple categorization
Organizational behavior
Prejudice
Prejudices
Racial discrimination
Racism
resume screening
Resumes
Screening
Social psychology
Stereotypes
Studies
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Summary:Debate exists as to what the more appropriate prediction is regarding the effects of multiple stigmatized group memberships on employment discrimination. The ethnic prominence (EP), multiple minority status (MMS), and subordinate male target hypotheses were assessed for the combined effects of ethnic group membership (Arabic), sex, social status, and job type on hiring evaluations. Two correspondence tests in the field (Study 1) and two experimental studies in the lab (Study 2) and in the field (Study 3) were conducted. Studies 1 and 2 showed evidence for the EP hypothesis when low-status jobs were tested. The odds for rejection were four times higher for Arab than for Dutch applicants. Applicants' sex, socio-economic status, and external client contact did not moderate findings (Study 1). The effect of applicants' ethnic group membership was further moderated by raters' motivation to control prejudice (Study 2). Study 3 showed evidence for the MMS hypothesis. We found double jeopardy against Arab women who applied for high-status jobs when recruiters' prejudice was controlled. Study findings show that discrimination in resume screening may depend upon the particular intersection of applicant, job, and recruiter characteristics. We discussed implications for anonymous resume screening and research on evaluation of applicants possessing multiple stigmatizing characteristics.
ISSN:0894-3796
1099-1379
DOI:10.1002/job.769