Walking the Talk? What Employers Say Versus What They Do

By D. Pager, Lincoln Quillian. 2005

644 citations recorded by the source corpus.

Subfields: Sociology and Political Science

View Paper: https://www.semanticscholar.org/paper/ca1124907206ad553bfefa325956cd619254ea89

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In Sociology and Political Science

Citations in the corpus

Labeling and Cumulative Disadvantage (2012, background): “Finally, in a recent study about the relationship between employers’ attitudes toward hiring ex-offenders and their actual hiring behavior, Pager and Quillian (2005) found that even though employers indicate a high level of willingness to hire ex-drug offenders, they are less than half as likely to…”
Whitened Résumés (2016, background): “Research shows that what employers say about their hiring practices and what they actually do can diverge radically (Pager and Quillian, 2005) and that managers may in fact make more biased evaluation decisions when their company’s core values emphasize fairness and meritocracy (Castilla and…”
Racial Diversity, Racial Asymmetries, and Team Learning Environment: Effects on Performance (2012, background): “Both Blacks and Hispanics perceive and experience more race-based discrimination at work relative to Whites (e.g., Avery, McKay, & Wilson, 2008; Pager & Quillian, 2005) and trail Whites in earnings and educational attainment (US Census Bureau, 2007).”
Anticipated Stigma and Stigma Management Among Those to be Labeled “Ex-con” (2008, background): “Most will encounter nonreceptive employers (Albright and Denq 1996 ; Pager and Quillian 2005 ).”
Field experiments across the social sciences (2017, background): “F or p er so na l u se o nl y. SO43CH03-Baldassarri ARI 20 July 2017 11:0 2003, Bertrand & Mullainathan 2004, Pager & Quillian 2005, Correll et al. 2007, Banerjee et al. 2009, Pager et al. 2009).”
Racial Color Blindness (2012, background): “…to be suspicious: Organizations that claim to show no racial preference may still discriminate on the basis of race and justify race-based hiring decisions under the guise of more acceptable criteria (e.g., Bertrand & Mullainathan, 2004; Norton, Vandello, & Darley, 2004; Pager & Qullian, 2005).”
Mass Incarceration, Family Complexity, and the Reproduction of Childhood Disadvantage (2014, background): “While the stigma associated with having a criminal record may bar former inmates from housing, employment, and voting (Pager 2003; Pager and Quillian 2005; edin and kefalas 2005; Alexander 2010; Uggen and Manza 2002; Western 2006; Pettit 2012), reproduction may be one domain of social life where…”
Ivies, extracurriculars, and exclusion: Elite employers’ use of educational credentials (2011, background): “…is crucial because it enables examination of candidate evaluation “in action” and may reveal cues, behaviors, and interaction patterns outside the awareness of individual evaluators, which is particularly important given that employers do not necessarily do what they say (Pager & Quillian, 2005).”
A multidisciplinary survey on discrimination analysis (2013, background): “Pager and Quillian (2005) show that blind-methods, that is, experiments with information (partly) hidden from the participants, are essential in gathering trustworthy data.”
Working Class Masculinity: Keeping Gay Men and Lesbians out of the Workplace (2007, background): “Pager and Quillian (2005) found in their study of employment that respondents may hold a positive attitude toward hiring excriminals, but their behavior is completely different.”