Hiring Discrimination Against Arab Minorities: Interactions Between Prejudice and Job Characteristics

Abstract

Individuals of Arab descent have increasingly experienced prejudice and employment discrimination. This study used the social identity paradigm to investigate whether greater Arab identification of applicants led to hiring discrimination and whether job characteristics and raters' prejudice moderated this effect. One hundred forty-one American and 153 Dutch participants rated résumés on job suitability. Résumés with Arab name and affiliations negatively influenced job suitability ratings, but only when job cognitive demands and external client contact were limited. Within the Dutch sample job suitability rating of Arab applicants was lowest when Dutch raters' implicit prejudice was high. As expected, no effects of explicit prejudice were found: discrimination may operate in subtle ways, depending on the combined effect of applicant, job, and rater characteristics. Further research and implications for employment-related decision making, such as anonymous résumé-sifting, are discussed.

Notes

^aRMSEA with 90% confidence interval.

*p ≤ .05.

**p ≤ .01.

^aThis is the IAT-effect size d instead of the Cronbach alpha.

*p ≤ .05.

**p ≤ .01.

*p ≤ .05.

**p ≤ .01.

*p ≤ .05.

**p ≤ .01.