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Eliminating discrimination in hiring isn’t enough

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  • Mackenzie Alston

    (University of Illinois at Urbana-Champaign, USA)

Abstract

While many firms have recognized the importance of recruiting and hiring diverse job applicants, they should also pay attention to the challenges newly hired diverse candidates may face after entering the company. It is possible that they are being assessed by unequal or unequitable standards compared to their colleagues, and they may not have sufficient access to opportunities and resources that would benefit them. These disparities could affect the career trajectory, performance, satisfaction, and retention of minority employees. Potential solutions include randomizing task assignments and creating inclusive networking and support opportunities.

Suggested Citation

  • Mackenzie Alston, 2023. "Eliminating discrimination in hiring isn’t enough," IZA World of Labor, Institute of Labor Economics (IZA), pages 508-508, May.
    • Handle: RePEc:iza:izawol:journl:2023:n:508
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    References listed on IDEAS

    as
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    3. Doris Weichselbaumer, 2015. "Testing for Discrimination against Lesbians of Different Marital Status: A Field Experiment," Industrial Relations: A Journal of Economy and Society, Wiley Blackwell, vol. 54(1), pages 131-161, January.
    4. Alston, Mackenzie & Darity, William A. & Eckel, Catherine C. & McNeil, Lawrence & Sharpe, Rhonda, 2022. "The effect of stereotypes on black college test scores at a historically black university," Journal of Economic Behavior & Organization, Elsevier, vol. 194(C), pages 408-424.
    5. Marianne Bertrand & Sendhil Mullainathan, 2004. "Are Emily and Greg More Employable Than Lakisha and Jamal? A Field Experiment on Labor Market Discrimination," American Economic Review, American Economic Association, vol. 94(4), pages 991-1013, September.
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    Full references (including those not matched with items on IDEAS)

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    More about this item

    Keywords

    discrimination; gender; race; inequality; workforce diversity;
    All these keywords.

    JEL classification:

    • J16 - Labor and Demographic Economics - - Demographic Economics - - - Economics of Gender; Non-labor Discrimination
    • J15 - Labor and Demographic Economics - - Demographic Economics - - - Economics of Minorities, Races, Indigenous Peoples, and Immigrants; Non-labor Discrimination
    • J71 - Labor and Demographic Economics - - Labor Discrimination - - - Hiring and Firing
    • J28 - Labor and Demographic Economics - - Demand and Supply of Labor - - - Safety; Job Satisfaction; Related Public Policy
    • J24 - Labor and Demographic Economics - - Demand and Supply of Labor - - - Human Capital; Skills; Occupational Choice; Labor Productivity
    • J21 - Labor and Demographic Economics - - Demand and Supply of Labor - - - Labor Force and Employment, Size, and Structure

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