Implicit Discrimination in Hiring: Real World Evidence

Dan-Olof Rooth

No 2764, IZA Discussion Papers from IZA Network @ LISER

Abstract: This is the first study providing evidence of a new form of discrimination, implicit discrimination, acting in real economic life. In a two-stage field experiment we first measure the difference in callbacks for interview for applicants with Arab/Muslim sounding names compared to applicants with Swedish sounding names using the correspondence testing methodology. In the second stage of the experiment we measure, for a sample of the recruiters involved, their explicit and implicit attitudes/performance stereotypes by the means of explicit questions and the implicit association test (IAT). We find (i) only weak correlations between explicit attitudes/performance stereotypes and implicit performance stereotypes but (ii) a strong and statistically significant negative correlation between the implicit performance stereotypes and the callback rate for an interview for applicants with Arab/Muslim sounding names, but not for applicants with Swedish sounding names. These results indicate that implicit discrimination acts differently compared to explicit discrimination and that it is an important determinant of the hiring process.

Keywords: implicit attitudes and stereotypes; exit from unemployment; discrimination; situation testing (search for similar items in EconPapers)
JEL-codes: J64 J71 (search for similar items in EconPapers)
Pages: 35 pages
Date: 2007-04
References: View references in EconPapers View complete reference list from CitEc
Citations: View citations in EconPapers (24)

Published - published as "Automatic associations and discrimination in hiring: Real world evidence" in: Labour Economics, 2010, 17 (3), 523-534

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