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

本项目探讨了社会身份和种族对美国女性招聘结果的影响。具体来说，该项目提出的问题是：在美国，被视为社会少数群体的女性在申请工作时是否受到歧视？作为社会少数群体对白人和黑人女性的影响不同吗？工作的性别构成，或者雇主寻找的个性特征，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人相比，弱势群体或弱势群体背后的一些机制是什么？这项研究特别相关，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和经验上都有充分的记录，但关于女性社会少数群体是否比多数女性遭受职场惩罚的共识较少。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有所不同，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所有个人带来更大平等的公共政策。这个项目包括两个实验。首先，该项目实施了一项大规模的汇汇汇表审计研究，其中包括6个州的3000多个工作申请，使用4个虚构的汇汇表，这些汇汇表因种族和社会少数民族地位而异。这项研究将估计，在与雇主接触的第一点上，与多数女性相比，社会少数群体是否受到惩罚，以及在多大程度上受到惩罚。多数女性的申请也因种族而异。接下来，该项目进行了一项调查实验，招募了1500名招聘经理，并要求他们对相同的虚构女性的各种特征进行评价，如感知能力、道德、专业精神和男子气概。这个实验补充了rsamsum<s:1>审计研究数据，因为它有助于阐明在劳动力市场结果方面，与多数女性相比，弱势群体（或弱势群体）背后的机制，而多数女性也因种族而异。这些发现将为有关劳动力市场运作的社会学理论提供信息，特别是关于社会地位不同的妇女在整个求职过程中所经历的不同经历。该奖项反映了美国国家科学基金会的法定使命，并通过使用基金会的知识价值和更广泛的影响审查标准进行评估，被认为值得支持。

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.