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While every instance of race‐based employment discrimination is important, this study finds that managers need to devote extra attention to the discharge of male, African American employees. During the past three decades, efforts to create fair procedures and promote perceptions of fair treatment have focused on hiring activities, the “front door”. However, this study of actualemployment discrimination claims finds that discrimination against African American menmay be particularly acute in the realm of employee discharge, the “back door”. In addition, this study suggests that the employees’ immediate supervisors should be trained and monitored in order to reduce this form of racial discrimination.

Islamophobia is a growing social problem that leads to the discrimination of Muslims. Using Group Conflict Theory and the Integrated Threat Theory as the theoretical frameworks, this study aims to measure the presence of Islamophobia in the hiring practices of the most southern state of Switzerland.

An experimental formative research study was conducted with employees. Based on CVs for two positions, back-office and front-office, candidates were selected for interviews and reasons were provided. Two variables were manipulated to represent the “Muslim appearance” on the CVs: the picture and the name. A content analysis of reasons was conducted in addition to descriptive statistics of survey responses.

A negative perception of Muslim candidates emerged from the answers with a clear difference between the two scenarios: candidates perceived to be Muslim were not rejected from the back-office position, but they were from the front-office position.

Results demonstrate that hiring practices in Ticino Switzerland are, in some cases, based on a prejudicial attitude. As long as Muslims were “not seen as Muslims to the customers,” they were judged as acceptable for the job. This has implications for social marketing research and practice aimed to change this discrimination behavior. A next step could be to understand if it is fear of Muslims or fear of what the public might think of Muslims that cause the selection difference between the two jobs. Systems-wide and macro level social marketing research is well suited to investigate such problems and test solutions, in a local context, following the methodology used in this study.

A disturbing escalation of the phenomenon of Islamophobia has emerged across the globe. This paper examines a fundamental issue in equity and prosperity, which is equal opportunity for employment. Using experimental design, the authors find that discrimination exists in hiring practices, which is a problem that social marketing is well equipped to address.

Are White and Asian job applicants advantaged in access to professional jobs relative to Black and Latinx job applicants at the initial screening stage of the hiring process? And, are the mechanisms of advantage for White applicants different than the mechanisms for Asian applicants? In this chapter, the author proposes a theoretical framework of “parallel mechanisms” of White and Asian advantage during hiring screening – that White and Asian applicants are advantaged compared to Black and Latinx applicants, but that the mechanisms of advantage subtly differ. The author focuses specifically on mechanisms related to two important factors at the hiring interface: referrals and educational attainment. The author applies the concept of parallel mechanisms to a case study of software engineering hiring at a midsized high technology firm in Silicon Valley. The author finds that at this firm, White applicants are advantaged at initial screening relative to Black and Latinx applicants due to average racial differences in applicant characteristics – namely having a referral – as well as differences in treatment by recruiters. For Asian applicants, average racial differences in possession of elite educational credentials, as well as racial differences in recruiter treatment, explain the racial disparity in callbacks. The author discusses the implications of parallel mechanisms of advantage for racial inequality in a multiracial context, and for organizational policy meant to address racial disparities during organizational hiring processes.

This article deals with the impact of ethnic origin on individual employability, focussing on the first stage of the hiring process. Deeply, the authors’ goal is to fathom whether there is a preference for native job candidates over immigrants, decomposing the discrimination against minority groups into its statistical and taste-based components by means of a new approach.

The authors built up a data set by means of an ad hoc field experiment, conducted by sending equivalent fictitious CVs in response to 1000 real online job openings in Italy. The authors developed the discrimination decomposition index using first- and second-generation immigrants.

The authors’ main result is that both first- and second-generation immigrants are discriminated compared to Italians. In between the two categories, second-generation candidates are discriminated especially if their ethnicities are morphologically different from those of natives (i.e. Chinese and Moroccans). This last finding is a clear symptom of discrimination connected to taste-based reasons. On the other hand, first-generation immigrants of all nationalities but Germans are preferred for hard-work jobs.

The authors develop the discrimination decomposition index to measure the proportion of the two kinds of discrimination (statistical and taste-based) over the total one and apply a probit model to test the statistical significance of the difference in treatment between the three groups of natives, first-generation and second-generation immigrants.

The study examines whether age intersects with gender and race during the initial stage of the hiring process and affects access to vacancies outcomes and wage sorting.

In order to answer the research question, the study collects data from four simultaneous field experiments in England. The study compares the labour market outcomes of younger White British men with those of older White British men and women, and with those of older Black British men and women. The study concentrates on low-skilled vacancies in hospitality and sales in the private sector.

The results of this study indicate that older White British men and women, as well as older Black British men and women, experience occupational access constraints and are sorted into lower-paid jobs than younger White British men. The level of age discrimination is found to be higher for Black British men and women. In addition, Black British women experience the highest level of age discrimination. These patterns may well be in line with prejudices against racial minority groups and stereotypical sexist beliefs that the physical strengths and job performance of women decline earlier than those do for men.

If prejudices against older individuals are present, then anti-discrimination legislation may be the appropriate response, especially for racial minorities and women. Eliminating age discrimination in selection requires firms to adopt inclusive human resources (HR) policies at the earliest stages of the recruitment process.

This research presents for the first-time comparisons of access to vacancies and wage sorting between younger male racial majorities and older male racial majorities, older female racial majorities, older male racial minorities, and older female racial minorities. In addition, the driven mechanism of the assigned differences is explored. Because the study has attempted to minimise the negative employer stereotypes vis-à-vis older employees, with respect to the employees' motivation, productivity, and health, such prejudices against older individuals may be considered taste-based discrimination.

Employment discrimination persists across global labour markets inflicting considerable social and economic costs. The existing literature tends to focus on explaining and measuring discrimination or on the measures to tackle it, overlooking the links between these areas. The paper contributes to filling this gap in order to inform policy design and empirical research on the impact of anti-discrimination policies.

The paper assesses the potential effectiveness of commonly used policy measures in tackling the types of discrimination described in the theoretical literature. The assessment is based on the underlying incentive structure of particular policies, which is matched with the behaviour of employers predicted by particular theories.

The potential effectiveness of commonly used anti-discrimination policies varies greatly depending on the source of discrimination and the target group. Some commonly used tools, such as wage subsidies are likely to have modest effects for several target groups, while employer counselling may be a more effective and cheaper alternative in many cases. Quotas may be effective against various types of discrimination, but setting them is challenging and they may yield adverse effects.

The findings call for more research on and consideration of the motives behind employment discrimination in the targeting and design of anti-discrimination measures.

The authors propose a framework to link discrimination types with measures against discrimination and potential target groups, which allows for systematically linking the literature on theories of discrimination and research on anti-discrimination.

The purpose of this study was to examine how identity covering techniques can influence raters' perceptions of job candidates who have a socially stigmatized identity. Specifically, the authors explore how raters respond to two types of candidates: one who does not mention his gay identity during the interview process, and one who openly discusses their gay identity during the interview process. The authors also investigate whether job type (sport operations vs business operations) and the rater's views toward social equality influence perceptions of job fit and subsequent hiring recommendations.

The authors conducted an experiment to examine whether an applicant's level of stigma covering, type of job posting and rater's views toward social equality influenced perceptions of job fit. The authors then tested whether perceptions of job fit mediated hiring recommendations. Adults in the USA (n = 237) who were employed and had served on a hiring committees participated in the survey.

When applying for sport operations jobs, as opposed to business operations jobs, gay male applicants are viewed more favorably if they engage in high levels of identity covering. Further, the applicant's level of stigma covering influenced raters who reported high or moderate social dominance orientation but did not impact raters with low social dominance orientation. Overall, the findings reveal that identity covering techniques do have relevance for studying the dynamics of hiring gay men who apply for jobs in the sport industry.

The study advances the understanding of identity management techniques by examining the nuances of how applicants can choose to disclose their stigmatized identity, and how those decision influence the hiring process.

Mentioning car and motorcycle licences on a resume sends a signal of strong mobility, which should increase the chances of getting a job in congested traffic areas. The purpose of this paper is to examine whether this is the case for both women and men.

The authors implement an experimental design in order to test for the existence of gender discrimination. The authors use the first-order stochastic dominance (FOSD) criterion and estimate components models.

The authors find that holding a motorcycle licence leads to a counterproductive selection of female candidates, since the highest commuting mobility meets the lowest hiring rate.

The methodology developed in the paper can be used for all correspondence test data.

The authors examine effects that have not been observed thus far in the literature, namely, the effects of gender crossed with the effects of the class of driving licence that is mentioned on the resume. The authors also advocate the use of the FOSD criterion to discrimination studies.

Little is known about how international individuals and travelers face and experience discrimination due to their passport. The purpose of this study is to explore factors that contribute to a new form of discrimination, i.e. passport discrimination. There exists a dominant gap in the literature, both empirically and theoretically, which explores this dimension of discrimination. To better understand this central phenomenon, this study amalgamated the concepts from the theories of social identity, self-categorization and system justification.

To delve into the essence of the participants’ lived experiences with passport discrimination, this study employed the existential-phenomenological philosophy of a qualitative research design. Data were gathered from personal interviews with 10 passport holders from different Asian countries.

The findings of this study revealed that citizens of developing and underdeveloped countries commonly experience passport discrimination in salary structure, promotions, training and hiring processes. Additionally, they face passport discrimination during visa issuance and proceedings at immigration counters.

This study unlocks the door for researchers to explore new dimensions of discrimination. Future studies may investigate the level of impact of passport discrimination from a human resource perspective through a positivist approach.

The purpose of this paper is to explore how both gender and facial attractiveness affect job candidates’ chances of obtaining interviews in China’s dynamic internet job board labor market. It examines how discrimination based on these attributes varies over occupation, location, and firms’ ownership type and size.

The authors carry out a resume audit (correspondence) study. Resumes of fictitious applicants are first carefully crafted to make candidates appear equally productive in terms of their work histories and educational backgrounds. The authors control gender and facial attractiveness. The authors establish the facial attractiveness of candidate photos via an online survey. In total, 24,192 applications are submitted to 12,096 job postings across four occupations in six Chinese cities. Callbacks are carefully tracked and recorded. Discrimination is estimated by calculating the differences in the rates of callbacks for interviews received by individuals whose applications vary only in terms of facial attractiveness and gender. The authors reuse the same resumes repeatedly through this project such that names and photos of each of the candidates: attractive man, attractive woman, unattractive man, and unattractive woman is attached to each resume hundreds of times for each occupation in each city.

The authors find sizable differences in the interview callback rates of attractive and unattractive job candidates. Job candidates with unattractive faces need to put in 33 percent more applications than their attractive counterparts to obtain the same number of interview callbacks. Women are preferred to men in three of the four occupations. Women, on average need put in only 91 percent as many applications as men to obtain the same number of interview callbacks.

The analysis of this paper focusses on only four different occupations. Its scope is also limited to exploring only the first part of the hiring process – obtaining a job interview. Furthermore, its fictitious applicants are all young people, approximately 25 years old. It would be useful to explore how gender and facial attractiveness affect candidates’ chances of landing a job after getting an interview.

This paper contributes to and expands the literature on hiring through China’s internet job boards. It also contributes to the literature on the role of facial attractiveness in hiring.