Reducing discrimination against job seekers with and without employment gaps.
Reducing discrimination against job seekers with and without employment gaps.
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DOI：
10.1038/s41562-022-01485-6
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发表时间：
2023-03
影响因子：
29.9
通讯作者：
Hauser OP
中科院分区：
文献类型：
--
作者：
Kristal AS;Nicks L;Gloor JL;Hauser OP
过去的研究表明，决策者歧视有职业中断的申请人。由于照顾责任，职业中断很常见，特别是对职业母亲来说，从而使求职者的简历上留下就业空白。在英国（N = 9，022）的预注册审计现场实验中，我们发现，重写简历，使以前担任的工作与工作年限（而不是就业日期）一起列出，与没有就业差距的简历相比，真实的雇主的回调增加了约8%。一系列实验室研究（一个在线试点和两个预先注册的实验; N = 2，650）表明，这种效应适用于女性和男性申请人-即使与没有就业差距的申请人相比-以及具有较少和更多总工作经验的申请人。这种效果是通过突出求职者的工作经验来驱动的，而不是新奇或阅读的容易程度。
Past research shows that decision-makers discriminate against applicants with career breaks. Career breaks are common due to caring responsibilities, especially for working mothers, thereby leaving job seekers with employment gaps on their résumés. In a pre-registered audit field experiment in the United Kingdom (N = 9,022), we show that rewriting a résumé so that previously held jobs are listed with the number of years worked (instead of employment dates) increases callbacks from real employers compared to résumés without employment gaps by approximately 8%. A series of lab studies (an online pilot and two pre-registered experiments; N = 2,650) shows this effect holds for both female and male applicants—even when compared to applicants without employment gaps—as well as for applicants with less and more total job experience. The effect is driven by making the applicant’s job experience salient, not as a result of novelty or ease of reading.
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影响因子：
9.1
作者：
Budig, MJ;England, P
通讯作者：
England, P
DOI：
10.1073/pnas.1818477116
发表时间：
2019-06-18
影响因子：
11.1
作者：
Dobbin, Frank;Kalev, Alexandra
通讯作者：
Kalev, Alexandra
影响因子：
5.5
作者：
Fuller, Sylvia;Qian, Yue
通讯作者：
Qian, Yue
影响因子：
8.2
作者：
Exley, Christine L.;Niederle, Muriel;Vesterlund, Lise
通讯作者：
Vesterlund, Lise
影响因子：
10.7
作者：
Eriksson, Stefan;Rooth, Dan-Olof
通讯作者：
Rooth, Dan-Olof