Bitte verwenden Sie diesen Link, um diese Publikation zu zitieren, oder auf sie als Internetquelle zu verweisen: https://hdl.handle.net/10419/253364 
Erscheinungsjahr: 
2022
Schriftenreihe/Nr.: 
GLO Discussion Paper No. 1083
Verlag: 
Global Labor Organization (GLO), Essen
Zusammenfassung: 
We investigate the drivers of gender differentials in hiring chances. More concretely, we test (i) whether recruiters perceive job applicants in gender stereotypical terms when making hiring decisions and (ii) whether the activation of these gender stereotypes in recruiters' minds varies by the salience of gender in a particular hiring context and the gender prototypicality of a job applicant, as hypothesised in Ridgeway and Kricheli-Katz (2013). To this end, we conduct an innovative vignette experiment in the United States with 290 genuine recruiters who evaluate fictitious job applicants regarding their hireability and 21 statements related to specific gender stereotypes. Moreover, we experimentally manipulate both the gender prototypicality of a job applicant and the salience of gender in the hiring context. We find that employers perceive women in gender stereotypical terms when making hiring decisions. In particular, women are perceived to be more social and supportive than men, but also as less assertive and physically strong. Furthermore, our results indicate that the gender prototypicality of job applicants moderates these perceptions: the less prototypical group of African American women, who are assumed to be less prototypical, are perceived in less stereotypical terms than white women, while some stereotypes are more outspoken when female résumés reveal family responsibilities.
Schlagwörter: 
hiring
gender discrimination
stereotypes
race
motherhood
JEL: 
J71
J16
J15
J13
J24
Dokumentart: 
Working Paper

Datei(en):
Datei
Größe
1.03 MB





Publikationen in EconStor sind urheberrechtlich geschützt.