K Chavez
Biographic Data
| ID | 50311 |
|---|---|
| NAME | K Chavez |
| GIVEN NAMES | K |
| FAMILY NAME | Chavez |
| SIGNATURE | CHAVEZ K |
| AFFILIATIONS | Indiana University |
| ORCID | 0000-0002-9183-2122 |
| VERIFIED | Yes |
| TOTAL WORKS | 6 |
| TOTAL CITATIONS | 101 |
| AUTHOR COUNT | 6 |
| EDITOR COUNT | 0 |
| FIRST PUBLICATION YEAR | 2020 |
| LATEST PUBLICATION YEAR | 2026 |
| H-INDEX | 3 |
An imperfect match? gender and racial discrimination in hiring and applicant-job requirement matching as an unequal burden of proof
Discrimination in hiring screening decisions against Black men, Black women, and White women compared to White men has been well-documented in social science research, yet a fundamental aspect of the hiring process—the extent to which job applicants meet the job requirements—has not been clearly integrated into our understanding of hiring discrimination. In this paper, we develop an intersectional framework that conceptualizes applicant-job requi…
Gendered Pathways to the Job Offer
Many corporations in the United States are under pressure to increase gender diversity in professions such as software engineering that have long been dominated by men. Current sociological theory suggests that in response to such pressure, hiring decision makers value women job candidates as potential contributions to gender diversity and incorporate this value into their initial hiring screening decisions. However, it remains unclear whether an…
Hiring Discrimination Under Pressures to Diversify
White, male-dominated professions in the United States are marked with substantial gender and racial inequality in career advancement, yet they often face pressures to increase diversity. In these contexts, are theories of employer biases based on gender and racial stereotypes sufficient to explain patterns of hiring discrimination during common career transitions in the external labor market? If not, how and why do discrimination patterns deviat…
Gender and Racial Discrimination in Hiring Before and During the Covid-19 Pandemic
In this article, we ask whether macro-level changes during the first year of the COVID-19 pandemic relate to changes in the levels of discrimination against women and Black job-seekers at the point of hire. We develop three main hypotheses: that discrimination against women and Black job-seekers increases due to a reduction in labor demand; that discrimination against women decreases due to the reduced supply of women employees and applicants; an…
Penalized for Personality
Do employers penalize Asian-origin workers for personality-related reasons during real hiring decisions? Current theoretical approaches—the Model Minority Myth perspective and the Heterogeneity approach—provide conflicting predictions as to the nature of an Asian-origin personality penalty, if one exists. Furthermore, evidence of an Asian-origin personality penalty is typically derived from laboratory experiments based on evaluation of fictitious…
Getting In, Getting Hired, Getting Sideways Looks
This article argues that black workers' perceptions of racial discrimination derive not just from being in the minority, but also from their position in the organizational structure. Researchers have shown that black individuals encounter an enormous amount of racial discrimination in the workplace, including but not limited to exclusion from critical social networks, wage disparities, and hiring disadvantages. But fewer studies examine the exten…
Getting In, Getting Hired, Getting Sideways Looks
This article argues that black workers' perceptions of racial discrimination derive not just from being in the minority, but also from their position in the organizational structure. Researchers have shown that black individuals encounter an enormous amount of racial discrimination in the workplace, including but not limited to exclusion from critical social networks, wage disparities, and hiring disadvantages. But fewer studies examine the exten…
Gender and Racial Discrimination in Hiring Before and During the Covid-19 Pandemic
In this article, we ask whether macro-level changes during the first year of the COVID-19 pandemic relate to changes in the levels of discrimination against women and Black job-seekers at the point of hire. We develop three main hypotheses: that discrimination against women and Black job-seekers increases due to a reduction in labor demand; that discrimination against women decreases due to the reduced supply of women employees and applicants; an…
Hiring Discrimination Under Pressures to Diversify
White, male-dominated professions in the United States are marked with substantial gender and racial inequality in career advancement, yet they often face pressures to increase diversity. In these contexts, are theories of employer biases based on gender and racial stereotypes sufficient to explain patterns of hiring discrimination during common career transitions in the external labor market? If not, how and why do discrimination patterns deviat…
Getting In, Getting Hired, Getting Sideways Looks
This article argues that black workers' perceptions of racial discrimination derive not just from being in the minority, but also from their position in the organizational structure. Researchers have shown that black individuals encounter an enormous amount of racial discrimination in the workplace, including but not limited to exclusion from critical social networks, wage disparities, and hiring disadvantages. But fewer studies examine the exten…
Penalized for Personality
Do employers penalize Asian-origin workers for personality-related reasons during real hiring decisions? Current theoretical approaches—the Model Minority Myth perspective and the Heterogeneity approach—provide conflicting predictions as to the nature of an Asian-origin personality penalty, if one exists. Furthermore, evidence of an Asian-origin personality penalty is typically derived from laboratory experiments based on evaluation of fictitious…
Gender and Racial Discrimination in Hiring Before and During the Covid-19 Pandemic
In this article, we ask whether macro-level changes during the first year of the COVID-19 pandemic relate to changes in the levels of discrimination against women and Black job-seekers at the point of hire. We develop three main hypotheses: that discrimination against women and Black job-seekers increases due to a reduction in labor demand; that discrimination against women decreases due to the reduced supply of women employees and applicants; an…
Hiring Discrimination Under Pressures to Diversify
White, male-dominated professions in the United States are marked with substantial gender and racial inequality in career advancement, yet they often face pressures to increase diversity. In these contexts, are theories of employer biases based on gender and racial stereotypes sufficient to explain patterns of hiring discrimination during common career transitions in the external labor market? If not, how and why do discrimination patterns deviat…
Gendered Pathways to the Job Offer
Many corporations in the United States are under pressure to increase gender diversity in professions such as software engineering that have long been dominated by men. Current sociological theory suggests that in response to such pressure, hiring decision makers value women job candidates as potential contributions to gender diversity and incorporate this value into their initial hiring screening decisions. However, it remains unclear whether an…
An imperfect match? gender and racial discrimination in hiring and applicant-job requirement matching as an unequal burden of proof
Discrimination in hiring screening decisions against Black men, Black women, and White women compared to White men has been well-documented in social science research, yet a fundamental aspect of the hiring process—the extent to which job applicants meet the job requirements—has not been clearly integrated into our understanding of hiring discrimination. In this paper, we develop an intersectional framework that conceptualizes applicant-job requi…
Gender Diversity and Inequality (4 works) · Psychology (4 works) · Social Psychology (4 works) · Sociology (4 works) · Gender Studies (3 works) · Gender Studies (3 works) · Labor market dynamics and wage inequality (3 works) · Names, Identity, and Discrimination Research (3 works) · Political science (3 works) · Racism (3 works)