Doctoral Dissertation Research: Judging Social Minority Job Candidates: An Intersectional Analysis of Employer Behavior towards Social Minorities in the U.S. Labor Force

博士论文研究：判断社会少数群体求职者：雇主对美国劳动力中社会少数群体的行为的交叉分析

• 批准号: 2001211
• 负责人: Paula England
• 金额: $ 1.6万
• 依托单位: New York University
• 依托单位国家: 美国
• 项目类别: Standard Grant
• 财政年份: 2020
• 资助国家: 美国
• 起止时间: 2020-02-15 至 2021-01-31
• 项目状态: 已结题
• 来源: https://www.nsf.gov/awardsearch/showAward?AWD_ID=2001211&HistoricalAwards=false
• 关键词: Doctoral; Dissertation; Research; Judging; Social

This project examines the intersection of social identity and race on hiring outcomes for women in the United States. Specifically, the project asks: Are women who are perceived to be social minorities discriminated against when applying to jobs in the United States? Does the effect of being a social minority differ for white and black women? Does the gender composition of the job, or the personality traits employers seek, affect whether social minorities are disadvantaged? If so, do these patterns differ by race? And lastly, what are some mechanisms behind disadvantaging or favoring social minorities compared to majorities in the labor market? This research is especially pertinent because labor market inequalities between social minority and majority men have been well-documented both theoretically and empirically, but there is less consensus on whether female social minorities experience workplace penalties compared to majority women. Analyzing how workplace bias against social minorities may vary by different contextual or demographic factors can not only help shed light on long-term psychological effects and economic disadvantages that such employees face, but it can also influence public policies designed to bring about greater equality for all individuals in the U.S. labor market.The project consists of two experiments. First, the project implements a large-scale résumé audit study that includes job applications to over 3,000 jobs across 6 states using 4 fictitious résumés that vary by race and social minority status. This study will obtain an estimate of whether and to what extent social minorities experience penalties compared to majority women, where the applications also vary by race, at the first point of contact with an employer. Next, the project conducts a survey experiment that recruits 1,500 hiring managers and asks them to rate the same fictitious women’s résumés on various traits, such as perceived competence, morality, professionalism, and masculinity. This experiment supplements the résumé audit study data in that it helps to illuminate the mechanisms behind disfavoring—or favoring—social minorities compared to majority women, who also vary by race, regarding labor market outcomes. These findings will inform sociological theories regarding the operation of the labor market, particularly regarding the varying experiences that women who vary by social status experience throughout the job application process.This award reflects NSF's statutory mission and has been deemed worthy of support through evaluation using the Foundation's intellectual merit and broader impacts review criteria.

这个项目研究了社会身份和种族对美国女性招聘结果的交叉点。具体而言，该项目提出的问题是：被视为社会少数群体的妇女在申请美国的工作时是否受到歧视？作为社会少数群体的影响对白色和黑人妇女有什么不同吗？工作的性别构成或雇主寻求的个性特征是否会影响社会少数群体是否处于不利地位？如果是这样，这些模式是否因种族而异？最后，与劳动力市场上的多数群体相比，社会少数群体受到歧视或偏袒的机制是什么？这项研究是特别相关的，因为社会少数群体和多数男性之间的劳动力市场不平等在理论上和经验上都有很好的记录，但与多数女性相比，女性社会少数群体是否会在工作场所受到惩罚的共识较少。分析工作场所对社会少数群体的偏见如何因不同的背景或人口因素而变化，不仅有助于揭示这些员工面临的长期心理影响和经济劣势，而且还可以影响旨在为美国劳动力市场上的所有人带来更大平等的公共政策。该项目包括两个实验。首先，该项目实施了一项大规模的简历审计研究，其中包括6个州的3 000多份工作申请，使用4份因种族和社会少数群体地位而异的虚构简历。这项研究将估计社会少数群体与多数群体妇女相比，在第一次与雇主接触时是否会受到惩罚以及在多大程度上受到惩罚，其中申请也因种族而异。接下来，该项目进行了一项调查实验，招募了1 500名招聘经理，并要求他们对相同的虚构女性简历的各种特征进行评分，如感知能力，道德，专业精神和男子气概。这项实验补充了简历审计研究数据，因为它有助于阐明与大多数女性相比，社会少数群体在劳动力市场结果方面表现出的歧视或歧视背后的机制，这些女性也因种族而异。这些研究结果将为劳动力市场的运作提供社会学理论，特别是关于不同社会地位的女性在整个求职过程中经历的不同经历。该奖项反映了NSF的法定使命，并通过使用基金会的智力价值和更广泛的影响审查标准进行评估，被认为值得支持。