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Outsourcing recruitment as a solution to prevent discrimination : A correspondence study

Author

Listed:
  • Clémence Berson

    (LIEPP - Laboratoire interdisciplinaire d'évaluation des politiques publiques (Sciences Po) - Sciences Po - Sciences Po)

  • Morgane Laouenan

    (LIEPP - Laboratoire interdisciplinaire d'évaluation des politiques publiques (Sciences Po) - Sciences Po - Sciences Po)

  • Emmanuel Valat

    (ERUDITE - Equipe de Recherche sur l’Utilisation des Données Individuelles en lien avec la Théorie Economique - UPEC UP12 - Université Paris-Est Créteil Val-de-Marne - Paris 12 - Université Gustave Eiffel)

Abstract

In this work, we assess how organization of recruitment in large companies affects ethnic discrimination. We consider large multi-establishment companies and distinguish two types of organization of recruitment: hiring made through a human resources (HR) department at a centralized level of the company and hiring made only at the level of the establishment concerned by the position, generally by managers in charge of recruitment. Our results indicate that access to a centralized HR department in the selection of applications has an important effect on the level of discrimination: this type of organization of recruitment results in a significant decrease in the probability that the applicant of presumed "French" origin is selected alone.

Suggested Citation

  • Clémence Berson & Morgane Laouenan & Emmanuel Valat, 2020. "Outsourcing recruitment as a solution to prevent discrimination : A correspondence study," Working Papers hal-03455920, HAL.
    • Handle: RePEc:hal:wpaper:hal-03455920
    Note: View the original document on HAL open archive server: https://sciencespo.hal.science/hal-03455920
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    Cited by:

    1. Lepage, Louis Pierre, 2021. "Endogenous learning, persistent employer biases, and discrimination," CLEF Working Paper Series 34, Canadian Labour Economics Forum (CLEF), University of Waterloo.
    2. Lepage, Louis Pierre, 2020. "Endogenous learning and the persistence of employer biases in the labor market," CLEF Working Paper Series 24, Canadian Labour Economics Forum (CLEF), University of Waterloo.

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    More about this item

    Keywords

    Hiring discrimination; Large companies; North African origin; Organization of human resources;
    All these keywords.

    JEL classification:

    • A13 - General Economics and Teaching - - General Economics - - - Relation of Economics to Social Values
    • C93 - Mathematical and Quantitative Methods - - Design of Experiments - - - Field Experiments
    • J21 - Labor and Demographic Economics - - Demand and Supply of Labor - - - Labor Force and Employment, Size, and Structure
    • J71 - Labor and Demographic Economics - - Labor Discrimination - - - Hiring and Firing
    • J78 - Labor and Demographic Economics - - Labor Discrimination - - - Public Policy (including comparable worth)
    • O15 - Economic Development, Innovation, Technological Change, and Growth - - Economic Development - - - Economic Development: Human Resources; Human Development; Income Distribution; Migration

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