Numerous studies show how discrimination can creep into hiring decisions—possibly without the decision-maker even realizing it.
Note: Whether the participants in the following studies consciously or unconsciously discriminated is difficult to determine, but they are good examples of how managers—who may never consciously think: “I don’t want to hire a woman (or minority)”—may allow gender, race, or another protected characteristic to unconsciously influence them.
- A study of orchestral auditions showed that female musicians had a better chance of being hired when the process was blind (i.e., the musicians performed behind a screen) than when the judges could see the performers.
- A study conducted by the Massachusetts Institute of Technology and the University of Chicago involved sending 5,000 résumés with similar qualifications in response to job ads placed in Boston and Chicago newspapers. The résumés were randomly a...(register to read more)
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