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The Evaluation of Immigrants' Credentials: The Roles of Accreditation, Immigrant Race, and Evaluator Biases

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  • Caroline, Bennett-AbuAyyash
  • Dietz, Joerg
  • Esses, Victoria M.
  • Joshi, Chetan
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    Abstract

    Theories of subtle prejudice imply that personnel decision makers might inadvertently discriminate against immigrant employees, in particular immigrant employees form racial minority groups. The argument is that the ambiguities that are associated with immigrant status (e.g., quality of foreign credentials) release latent biases against minorities. Hence, upon removal of these ambiguities (e.g., recognition of foreign credentials as equivalent to local credentials), discrimination against immigrant employees from minority groups should no longer occur. Experimental research largely confirmed these arguments, showing that participants evaluated the credentials of black immigrant employees less favorably only when the participants harbored latent racial biases and the foreign credentials of the applicants had not been accredited. The results suggest the importance of the official recognition of foreign credentials for the fair treatment of immigrant employees.

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    File URL: http://www.clsrn.econ.ubc.ca/workingpapers/CLSRN%20Working%20Paper%20no.%2018%20-%20Dietz%20and%20Esses.pdf
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    Bibliographic Info

    Paper provided by Vancouver School of Economics in its series CLSSRN working papers with number clsrn_admin-2009-27.

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    Length: 47 pages
    Date of creation: 15 Mar 2009
    Date of revision: 15 Mar 2009
    Handle: RePEc:ubc:clssrn:clsrn_admin-2009-27

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    Web page: http://www.clsrn.econ.ubc.ca/

    Related research

    Keywords: Labour Discrimination; Immigrants; Racial Minorities; Prejudice; Credential Recognition; Experiment;

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    References

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    1. Sweetman, Arthur, 2004. "Immigrant Source Country Educational Quality and Canadian Labour Market Outcomes," Analytical Studies Branch Research Paper Series 2004234e, Statistics Canada, Analytical Studies Branch.
    2. Becker, Gary S., 1971. "The Economics of Discrimination," University of Chicago Press Economics Books, University of Chicago Press, edition 1, number 9780226041162, June.
    3. 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.
    4. Altonji, Joseph G. & Blank, Rebecca M., 1999. "Race and gender in the labor market," Handbook of Labor Economics, in: O. Ashenfelter & D. Card (ed.), Handbook of Labor Economics, edition 1, volume 3, chapter 48, pages 3143-3259 Elsevier.
    5. William A. Darity & Patrick L. Mason, 1998. "Evidence on Discrimination in Employment: Codes of Color, Codes of Gender," Journal of Economic Perspectives, American Economic Association, vol. 12(2), pages 63-90, Spring.
    6. Brief, Arthur P. & Dietz, Joerg & Cohen, Robin Reizenstein & Pugh, S. Douglas & Vaslow, Joel B., 2000. "Just Doing Business: Modern Racism and Obedience to Authority as Explanations for Employment Discrimination," Organizational Behavior and Human Decision Processes, Elsevier, vol. 81(1), pages 72-97, January.
    7. Lee Cronbach, 1951. "Coefficient alpha and the internal structure of tests," Psychometrika, Springer, vol. 16(3), pages 297-334, September.
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