Implicit Discrimination

Implicit Measures Reveal Evidence of Personal Discrimination

Implicit Discrimination in Hiring: Real World Evidence

Implicit Discrimination in Hiring: Real World Evidence This is the first study providing evidence of a new form of discrimination, implicit discrimination, acting in real economic life. In a two-stage field experiment we first measure the difference in callbacks for interview for applicants with Arab/Muslim sounding names compared to applicants with Swedish sounding names using the corresponden...

Implicit Statistical Discrimination in Predictive Models

How should statistical profiling models be implemented when anti-discrimination policies prohibit basing predictions on characteristics such as race, gender, or age? Companies, schools, and social-program administrators typically address such concerns by simply excluding these sensitive characteristics from the models they estimate. However, other variables that may be correlated with these omi...

Implicit Age Cues in Resumes: Subtle Effects on Hiring Discrimination

Anonymous resume screening, as assumed, does not dissuade age discriminatory effects. Building on job market signaling theory, this study investigated whether older applicants may benefit from concealing explicitly mentioned age signals on their resumes (date of birth) or whether more implicit/subtle age cues on resumes (older-sounding names/old-fashioned extracurricular activities) may lower o...

The use of an implicit standard for measuring discrimination thresholds

We measured thresholds for comparing the separation between lines, using either the method of constant stimuli (MCS) or the method of single stimuli (MSS). In the MCS an explicit standard is presented on each trial, whereas in the MSS the standard is the mean of the set. The thresholds for the MSS procedure were nearly identical to those with the MCS procedure, whether or not feedback was used....