Black Job Applicants and the Hiring Officer's Race

By M. Stoll, S. Raphael, H. Holzer. 2004

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Citations in the corpus

Learning Optimal and Fair Decision Trees for Non-Discriminative Decision-Making (2019, background): “In the literature, there have been a lot of reports of algorithms resulting in unfair treatment, e.g., in racial proﬁling and redlining (Squires 2003), mortgage discrimination (LaCour-Little 1999), personnel selection (Stoll, Raphael, and Holzer 2004), and employment (Kuhn 1990).”
Manager Race and the Race of New Hires (2006, result): “43 Interestingly, this result is also consistent with Stoll et al.’s (2004) finding that black hiring agents receive a larger proportion of job applications from blacks (and a smaller proportion from whites) than do white hiring agents.”
Strike Three: Discrimination, Incentives, and Evaluation (2011, background): “…W. Zitzewitz, 2006, and Thomas J. Dohmen, 2008) have examined home-team preferences by referees/judges in various sports, and another, Michael A. Stoll et al (2004) examines racial match preferences in employment 2The data also include a small number of Asian pitchers, but because there are no…”
Racial Discrimination in the Labor Market: Theory and Empirics (2012, unknown): “Stoll, Raphael, and Holzer (2004) show that at establishments with a black hiring officer, the proportion of black applicants is 27 per‑ centage points higher than in establishments with a non‑black hiring officer.”
Data mining for discrimination discovery (2010, background): “The literature in those research fields has given evidence of unfair treatment in racial profiling and redlining [Squires 2003], mortgage discrimination [LaCour-Little 1999], personnel selection discrimination [Holzer et al. 2004; Kaye and Aickin 1992], and wages discrimination [Kuhn 1987].”
Does Corporate Board Diversity Affect Corporate Payout Policy (2016, unknown): “For instance, Zahra and Stanton (1988) and Farrell and Hersch (2005) find no significant relation between corporate diversity and firm performance measures, whereas Shrader, Blackburn, and Iles (1997) find that the presence of woman directors has a negative impact on firm performance.”
Discrimination-aware classification (2011, background): “The term racism [81] often refers to the belief that one group of people with a particular biological make up or race is superior to other groups with different biological make ups.”
Discrimination-aware data mining (2008, background): “The literature has given evidence of unfair treatment in racial profiling and redlining [14], mortgage discrimination [9], personnel selection discrimination [6, 7], and wages discrimination [8].”