The authors contributed equally to the study. We are particularly grateful to Arthur Brief for his comments on earlier versions of this manuscript, and we thank Jeannette Weston for her administrative support. The German Research Council (Deutsche Forschungsgemeinschaft, DFG) provided support for this research with a grant (Grant #PE 660/3-1) to the authors.
Prejudice and Enforcement of Workforce Homogeneity as Explanations for Employment Discrimination1
Article first published online: 31 JUL 2006
Journal of Applied Social Psychology
Volume 35, Issue 1, pages 144–159, January 2005
How to Cite
Petersen, L.-E. and Dietz, J. (2005), Prejudice and Enforcement of Workforce Homogeneity as Explanations for Employment Discrimination. Journal of Applied Social Psychology, 35: 144–159. doi: 10.1111/j.1559-1816.2005.tb02097.x
- Issue published online: 31 JUL 2006
- Article first published online: 31 JUL 2006
We examined the effects of subtle and blatant prejudice and the enforcement of workforce homogeneity on employment discrimination in an experimental simulation. German participants who were advised to maintain a homogeneous (i.e., German) workforce, as hypothesized, selected fewer foreign applicants for a job interview than did participants who did not receive this advice. An interaction qualified this main effect, such that subtly prejudiced participants reacted to the advice to maintain a homogeneous workforce, but blatantly prejudiced and nonprejudiced individuals did not. The implications of these findings for research and practice are discussed.