Ethnic discrimination in recruitment and decision makers' features: Evidence from laboratory experiment and survey data using a student sample

Contains fulltext : 129915.pdf (publisher's version ) (Closed access)This article examines which individual-level factors are related to people's likelihood of discriminating against ethnic minority job applicants. It moves beyond describing to what extent discrimination occurs by examining the role of individuals' interethnic contacts, education and religion in shaping their behavior towards ethnic minority job applicants. We derive expectations from theories from the interethnic attitudes literature. Data are collected via (1) a laboratory experiment in which student participants (n = 272) reviewed r,sum,s of fictitious applicants who varied regarding ethnicity, gender, education and work experience and (2) a survey amongst the same participants. During the experiment, participants assess applicants' suitability for a job and select applicants for an interview. Additionally, participants complete a questionnaire including questions on several personal and background features. Results show that individuals who have more positive interethnic contacts, higher educational levels and higher educated parents are less likely to discriminate against ethnic minority applicants. Individuals whose parents are church members are more likely to discriminate, as are males. We find interesting differences regarding the role of decision makers' features between different stages of the recruitment process. First assessments of applicants' suitability for a job are predominantly affected by applicants' features. Differences between decision makers here are relatively small. Eventual choices about which applicants to invite for a job interview, however, are affected by both applicants' and decision makers' features; here differences between decision makers are more pronounced. Theoretical implications of these findings are discussed.24 p

Discrimination of Arabic-named applicants in the Netherlands: An internet-based field experiment examining different phases in online recruitment procedures

This study examines discrimination of Arabic-named applicants in online recruitment procedures in the Netherlands. We develop and implement a new field experiment approach, posting fictitious resumes (n = 636) on two online resume databases. Two phases of recruitment procedures are examined: employers' decisions to (1) view applicants' complete resumes after seeing short profiles and (2) contact applicants. The experiment covers both male and female applicants, three occupational levels, five sectors, and ten geographical regions, and consists of two waves. Results provide strong evidence of discrimination in the first phase (views). Resumes of Arabic-named applicants were requested less often, regardless of their education, gender, age, region, or sector, and for both websites and waves. Controlling for the number of times candidates' full resumes were viewed, there is less evidence of discrimination in the second phase (reactions). Yet, after two phases, the cumulative ethnic difference is considerable: Dutch-named applicants are 60 percent more likely to receive a positive reaction than Arabic-named applicants. We conclude that ethnic disparities in outcomes of recruitment procedures are substantial and arise already in the very first phase of the selection process. Hence, employers often do not even get to see Arabic-named applicants' resumes. Finally, discrimination is stronger in wave two, when the total number of views of resumes was lower, indicating lower labor demand

Implicit and explicit interethnic attitudes and ethnic discrimination in hiring

Item does not contain fulltextWe study effects of explicit and implicit interethnic attitudes on ethnic discrimination in hiring. Unlike explicit attitudes, implicit attitudes are characterised by reduced controllability, awareness or intention. Effects of implicit interethnic attitudes on ethnic discrimination in the labour market remain under-researched. Moreover, previous experiments on the effects of explicit interethnic attitudes on discrimination have important drawbacks. We use data from a laboratory experiment (n = 272) consisting of an Implicit Association Test, a questionnaire and a recruitment test in which participants reviewed resumes representing fictitious applicants who varied regarding ethnicity, gender, education and work experience. Participants graded applicants and selected applicants for an interview. Results show that only explicit interethnic attitudes affect discrimination in grades, but both explicit and implicit interethnic attitudes increase discrimination in selection.13 p

Hyperthermia enhances the cytotoxicity and plantinum-DNA adduct formation of lobaplatin and oxaliplatin in cultured SW 1573 cells

The cytotoxicity of cisplatin and cisplatin-DNA adduct formation in vitro and in vivo is clearly enhanced by hyperthermia. We investigated whether cytotoxicity and platinum-DNA adduct formation of two promising new third-generation platinum derivatives, lobaplatin [1,2-diamminomethylcyclobutane platinum(II) lactate] and oxaliplatin [oxalato-1,2-diaminocyclohexane platinum(II)], are also enhanced by hyperthermia. Cisplatin was used for comparison. SW 1573 cells were incubated with cisplatin, lobaplatin or oxaliplatin at different concentrations for 1 h at 37 degrees, 41 degrees and 43 degrees C. The reproductive capacity of cells was determined by cloning experiments. Immunocytochemical detection of platinum-DNA adducts was performed with the rabbit antiserum NKI-A59. At 37 degrees C, cisplatin was the most cytotoxic, followed by oxaliplatin and lobaplatin. Hyperthermia clearly enhanced the cytotoxicity of cisplatin, lobaplatin and oxaliplatin. There was no further increase in cytotoxicity at 43 degrees C compared to 41 degrees C for cisplatin and oxaliplatin. A further increase in cytotoxicity at 43 degrees C was observed for lobaplatin. At 43 degrees C thermal enhancement was higher for lobaplatin than for oxaliplatin, with the reverse pattern at 41 degrees C. For both drugs, thermal enhancement of cytotoxicity was lower than observed for cisplatin. Immunocytochemical detection of platinum-DNA adducts was feasible for all the drugs. Adduct formation was enhanced at 43 degrees C for cisplatin, lobaplatin and oxaliplatin with a relative increase of 410%, 170% and 180%. These results seem to confirm that an increase in platinum-DNA adduct formation is involved in the in vitro thermal enhancement of cytotoxicity. The observed thermal enhancement of cytotoxicity of lobaplatin and oxaliplatin in vitro warrants further in vivo investigation