Automatic associations and discrimination in hiring: : Real world evidence

By Dan-Olof Rooth. 2010

379 citations recorded by the source corpus.

Subfields: Gender Studies, Sociology and Political Science

View Paper: https://www.semanticscholar.org/paper/850aa816ce8ccfda414e4cc5e30b3ef51505ef81

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Citations in the corpus

Intergroup Perception and Cognition: An Integrative Framework for Understanding the Causes and Consequences of Social Categorization (2017, background): “Implicit prejudice has also predicted hiring preferences (Agerstrom & Rooth, 2011; Rooth, 2010) and a willingness to work with a Black or White partner (Ashburn-Nardo et al., 2003).”
Getting Explicit About the Implicit (2012, background): “In an especially compelling real-world study, Rooth (2010) mailed fake job applications to several thousand businesses varying only whether the name of the applicant was Swedish or Arab.”
Implicit bias in healthcare professionals: a systematic review (2017, result): “Implicit bias was suspected to be the culprit, and a replication of the study in Sweden, using Arab-sounding names instead of Swedish-sounding names, did in fact find a correlation between the HR professionals who preferred the CVs with Swedish-sounding names and a higher level of implicit bias towa”
Ethnic Discrimination in the Dutch Labor Market (2012, methodology): “This line of reasoning has been taken up for example by research that uses Implicit Association Tests (e.g., Rooth, 2010).”
Closed doors everywhere? A meta-analysis of field experiments on ethnic discrimination in rental housing markets (2018, background): “So far there is a lack of studies that link experimental evidence with evidence on gatekeepers’ attitudes (for rare examples on the labour market: Carlsson and Rooth 2012; Rooth 2010).”
Implicit Stereotypes: Evidence from Teachers’ Gender Bias* (2019, background): “Although there is some mixed evidence on its predictive validity (Blanton et al., 2009; Oswald et al., 2013), implicit bias has been found to correlate with some outcomes in the real world and in laboratory experiments, related for instance to hiring decisions (Rooth, 2010; Reuben et al., 2014).”
Aversive Racism and Contemporary Bias (2016, background): “…of the credentials, in turn, justified students’ stronger recommendations of White than Black candidates for admission (Hodson, Dovidio, & Gaertner, 2002; see also Brief, Dietz, Cohen, Pugh, and Vaslow, 2000, for employment bias against Blacks; Rooth, 2007, for hiring biases against Muslims).”
Race and Marriage in the Labor Market: A Discrimination Correspondence Study in a Developing Country (2014, background): “in the labor market (Bursell, 2007; Carlsson and Rooth, 2007; Rooth, 2010) and in the housing market (Ahmed and Hammarstedt, 2008).”
Race Effects on Ebay (2015, background): “In Rooth (2010), resumes with either Swedish-sounding or Arab-sounding names were sent in response to advertised job openings in two large Swedish cities.”
Ethnic discrimination in hiring: comparing groups across contexts. Results from a cross-national field experiment (2019, background): “There is some field experimental evidence that automatic associations indeed induce discriminatory behaviour of employers (Rooth 2010).”
Virtual Embodiment of White People in a Black Virtual Body Leads to a Sustained Reduction in Their Implicit Racial Bias (2016, background): “However, when it comes to discriminatory behavior the IAT results have better predictive power for social interaction than explicit measures (Greenwald et al., 2009)— for example, with respect to eye contact, proxemics, and hiring practice (Ziegert and Hanges, 2005; Rooth, 2010).”