Who's Watching the Race? Racial Salience in Recruitment Advertising1

By Derek R. Avery, Morela Hernandez, M. Hebl. 2004

147 citations recorded by the source corpus.

Subfields: Gender Studies, Organizational Behavior and Human Resource Management, Sociology and Political Science

View Paper: https://www.semanticscholar.org/paper/d23720105f7e4d5bedc88e5b472a0c7ca758ba81

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In Gender Studies

In Organizational Behavior and Human Resource Management

In Sociology and Political Science

Citations in the corpus

WHAT HAS RACE GOT TO DO WITH IT? UNRAVELING THE ROLE OF RACIOETHNICITY IN JOB SEEKERS' REACTIONS TO SITE VISITS (2006, background): “paradigm, to guide their empirical inquiry (Avery, 2003; Avery et al., 2004; Goldberg, 2003).”
UNEQUAL ATTENDANCE: THE RELATIONSHIPS BETWEEN RACE, ORGANIZATIONAL DIVERSITY CUES, AND ABSENTEEISM (2007, methodology): “We used five items similar to those in previous studies (e.g., Avery, Hernandez, & Hebl, 2004; Kim & Gelfand, 2003) to assess participants’ perceptions of their organization’s value of diversity.”
Am I the Right Candidate? Self-Ascribed Fit of Women and Men to a Leadership Position (2008, background): “Also, Avery et al. (2004) observed racial congruence effects for African Americans when viewing recruitment advertisements.”
Hiring Discrimination Against Arab Minorities: Interactions Between Prejudice and Job Characteristics (2009, background): “Third, although researchers acknowledge that rates of discrimination likely differ across jobs (eg, client contact) and rater characteristics (eg, implicit prejudice), direct moderating influences of job and rater characteristics are seldom examined ( Avery, Hernandez, & Hebl, 2004 ).”
Exploring Identity-Safety Cues and Allyship Among Black Women Students in STEM Environments (2019, background): “Introducing an identity-safety cue (Avery et al., 2004; Davies et al., 2005; Walton et al., 2015) can help mitigate social identity threat concerns.”
Employee recruitment: Current knowledge and important areas for future research (2008, unknown): “For example a study by Avery, Hernandez, and Hebl (2004) showed that including pictures of minorities increased how attracted Blacks and Latinos were to an organization while having no effect on the reactions of White participants in the study.”
TARGET PRACTICE: AN ORGANIZATIONAL IMPRESSION MANAGEMENT APPROACH TO ATTRACTING MINORITY AND FEMALE JOB APPLICANTS (2006, background): “For example, minorities and women are apt to develop impressions that company workforces are demographically heterogeneous if they see diverse ads and encounter minority or female representatives during recruitment (Avery, 2003; Avery et al., 2004).”
Hotel managers’ perceived diversity climate and job satisfaction: The mediating effects of role ambiguity and conflict (2013, unknown): “For example, a study on recruitment practices found that ethnic minorities had higher perceptions that the organization valued diversity when ethnic minorities were featured on a recruitment pamphlet than when there were not featured (Avery et al., 2004).”