A previous version of this paper was presented as Featured Top Poster at the 23rd Annual SIOP Conference, San Francisco, USA.
Multiple categorization in resume screening: Examining effects on hiring discrimination against Arab applicants in field and lab settings†
Version of Record online: 5 AUG 2011
Copyright © 2011 John Wiley & Sons, Ltd.
Journal of Organizational Behavior
Volume 33, Issue 4, pages 544–570, May 2012
How to Cite
Derous, E., Ryan, A. M. and Nguyen, H.-H. D. (2012), Multiple categorization in resume screening: Examining effects on hiring discrimination against Arab applicants in field and lab settings. J. Organiz. Behav., 33: 544–570. doi: 10.1002/job.769
- Issue online: 15 MAR 2012
- Version of Record online: 5 AUG 2011
- Manuscript Accepted: 7 JUN 2011
- Manuscript Revised: 20 APR 2011
- Manuscript Received: 27 MAY 2009
- multiple categorization;
- resume screening;
- hiring discrimination;
- ethnic prominence;
Debate exists as to what the more appropriate prediction is regarding the effects of multiple stigmatized group memberships on employment discrimination. The ethnic prominence (EP), multiple minority status (MMS), and subordinate male target hypotheses were assessed for the combined effects of ethnic group membership (Arabic), sex, social status, and job type on hiring evaluations. Two correspondence tests in the field (Study 1) and two experimental studies in the lab (Study 2) and in the field (Study 3) were conducted. Studies 1 and 2 showed evidence for the EP hypothesis when low-status jobs were tested. The odds for rejection were four times higher for Arab than for Dutch applicants. Applicants' sex, socio-economic status, and external client contact did not moderate findings (Study 1). The effect of applicants' ethnic group membership was further moderated by raters' motivation to control prejudice (Study 2). Study 3 showed evidence for the MMS hypothesis. We found double jeopardy against Arab women who applied for high-status jobs when recruiters' prejudice was controlled. Study findings show that discrimination in resume screening may depend upon the particular intersection of applicant, job, and recruiter characteristics. We discussed implications for anonymous resume screening and research on evaluation of applicants possessing multiple stigmatizing characteristics. Copyright © 2011 John Wiley & Sons, Ltd.