Automatically Activated Stereotypes and Differential Treatment Against the Obese in Hiring
AbstractThis study provides empirical support for automatically activated associations inducing unequal treatment against the obese among recruiters in a real-life hiring situation. A field experiment on differential treatment against obese job applicants in hiring is combined with a measure of employers' automatic/implicit performance stereotype toward obese relative to normal weight using the implicit association test. We find a strong and statistically significant obesity difference in the correlation between the automatic stereotype of obese as being less productive and the callback rate for an interview. This suggests that automatic processes may exert a significant impact on employers' hiring decisions, offering new insights into labor market discrimination.
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Bibliographic InfoPaper provided by Institute for the Study of Labor (IZA) in its series IZA Discussion Papers with number 3799.
Length: 33 pages
Date of creation: Oct 2008
Date of revision:
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Find related papers by JEL classification:
- J64 - Labor and Demographic Economics - - Mobility, Unemployment, Vacancies, and Immigrant Workers - - - Unemployment: Models, Duration, Incidence, and Job Search
- J71 - Labor and Demographic Economics - - Labor Discrimination - - - Hiring and Firing
This paper has been announced in the following NEP Reports:
- NEP-ALL-2008-11-25 (All new papers)
- NEP-CBE-2008-11-25 (Cognitive & Behavioural Economics)
- NEP-HEA-2008-11-25 (Health Economics)
- NEP-LAB-2008-11-25 (Labour Economics)
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