Automatically Activated Stereotypes and Differential Treatment Against the Obese in Hiring
This 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.
|Date of creation:||Oct 2008|
|Date of revision:|
|Contact details of provider:|| Postal: |
Phone: +49 228 3894 223
Fax: +49 228 3894 180
Web page: http://www.iza.org
|Order Information:|| Postal: IZA, Margard Ody, P.O. Box 7240, D-53072 Bonn, Germany|
When requesting a correction, please mention this item's handle: RePEc:iza:izadps:dp3799. See general information about how to correct material in RePEc.
For technical questions regarding this item, or to correct its authors, title, abstract, bibliographic or download information, contact: (Mark Fallak)
If references are entirely missing, you can add them using this form.