The authors contributed equally to this article.
Developing the Research Basis for Controlling Bias in Hiring
Article first published online: 25 JUN 2012
© 2012 The Society for the Psychological Study of Social Issues
Journal of Social Issues
Special Issue: The Reality of Contemporary Discrimination in the United States: The Consequences of Hidden Bias in Real World Contexts ISSUE EDITORS Jason A. Nier and Samuel L. Gaertner
Volume 68, Issue 2, pages 238–262, June 2012
How to Cite
Bendick, M. and Nunes, A. P. (2012), Developing the Research Basis for Controlling Bias in Hiring. Journal of Social Issues, 68: 238–262. doi: 10.1111/j.1540-4560.2012.01747.x
An earlier version was presented at the Monash University Conference on Field Experiments on Discrimination in Markets, Prato, Italy (2005).
- Issue published online: 25 JUN 2012
- Article first published online: 25 JUN 2012
Discrimination based on race, ethnicity, national origin, gender, age, disability, gender orientation, and other characteristics continues to distort employers’ hiring decisions and thereby limit employment opportunities for historically excluded groups. Research in psychology, sociology, economics, and management provides insights concerning the mechanisms of bias and interventions to mitigate their effects, but important questions remain. The innovative research technique of matched pair testing offers laboratory-like controlled conditions in quasi-experiments in real-world hiring situations. We propose seven types of testing studies to advance conceptual understanding of hiring bias and improve hiring practices.