Purpose–Despite the increasing heterogeneity of the organizational workforce– as a consequence of major worldwide socioeconomic trends– a considerable number of studies shows how traditionally underrepresented groups still face significant barriers in entering the labor market. Literature has highlighted several grounds for discrimination: ethnicity, age, gender, religion, social status, sexual orientation, etc., and while some of these are extensively investigated (e.g. ethnicity), other fields are still gaining evidence (e.g. social status). Design/methodology/approach– In the current paper, we aim at providing a review of current experimental studies aimed at detecting discrimination in hiring and the possible interventions to reduce bias. Then, weofferapointofreflection for policymaking, analyzing whether suchissue should beaddressed atthe level of the individual (i-frame) or rather at a more systemic level (s-frame). Findings– The paper provides substantial evidence that discrimination in hiring still exists, despite the nevergreaterpressureforfirms’socialsustainability.Further,existinginterventionsappeartohaveanoverall limited impact in reducing bias. Hence, we suggest that the issue of discrimination in hiring should be tackled at a systemic level, by means of s-frame interventions. Originality/value– The paper offers a comprehensive understanding of the phenomenon by systematizing the existing body of knowledge deriving from empirical research and offering a broad perspective onto policy implications.
Discrimination in the hiring process – state of the art and implications for policymakers / Calluso, Cinzia; Devetag, Maria Giovanna. - In: EQUALITY, DIVERSITY AND INCLUSION. - ISSN 2040-7149. - (In corso di stampa), pp. 1-19. [10.1108/edi-10-2023-0340]
Discrimination in the hiring process – state of the art and implications for policymakers
Calluso, Cinzia
;Devetag, Maria Giovanna
In corso di stampa
Abstract
Purpose–Despite the increasing heterogeneity of the organizational workforce– as a consequence of major worldwide socioeconomic trends– a considerable number of studies shows how traditionally underrepresented groups still face significant barriers in entering the labor market. Literature has highlighted several grounds for discrimination: ethnicity, age, gender, religion, social status, sexual orientation, etc., and while some of these are extensively investigated (e.g. ethnicity), other fields are still gaining evidence (e.g. social status). Design/methodology/approach– In the current paper, we aim at providing a review of current experimental studies aimed at detecting discrimination in hiring and the possible interventions to reduce bias. Then, weofferapointofreflection for policymaking, analyzing whether suchissue should beaddressed atthe level of the individual (i-frame) or rather at a more systemic level (s-frame). Findings– The paper provides substantial evidence that discrimination in hiring still exists, despite the nevergreaterpressureforfirms’socialsustainability.Further,existinginterventionsappeartohaveanoverall limited impact in reducing bias. Hence, we suggest that the issue of discrimination in hiring should be tackled at a systemic level, by means of s-frame interventions. Originality/value– The paper offers a comprehensive understanding of the phenomenon by systematizing the existing body of knowledge deriving from empirical research and offering a broad perspective onto policy implications.File | Dimensione | Formato | |
---|---|---|---|
10-1108_EDI-10-2023-0340.pdf
Open Access
Tipologia:
Versione dell'editore
Licenza:
Creative commons
Dimensione
338.43 kB
Formato
Adobe PDF
|
338.43 kB | Adobe PDF | Visualizza/Apri |
Pubblicazioni consigliate
I documenti in IRIS sono protetti da copyright e tutti i diritti sono riservati, salvo diversa indicazione.