András Tilcsik
Biographic Data
| ID | 263191 |
|---|---|
| NAME | András Tilcsik |
| GIVEN NAMES | András |
| FAMILY NAME | Tilcsik |
| SIGNATURE | TILCSIK A |
| AFFILIATIONS | University of Toronto |
| ORCID | 0000-0002-8420-8946 |
| VERIFIED | Yes |
| TOTAL WORKS | 10 |
| TOTAL CITATIONS | 387 |
| AUTHOR COUNT | 10 |
| EDITOR COUNT | 0 |
| FIRST PUBLICATION YEAR | 2011 |
| LATEST PUBLICATION YEAR | 2024 |
| H-INDEX | 6 |
Attractiveness and Attainment: Status, Beauty, and Jobs in China and the United States
Research on how physical attractiveness affects labor market outcomes has yielded contradictory results. Conceptualizing attractiveness as a diffuse status characteristic, the authors emphasize the role of status consistency in matching job applicants to positions of varying prestige. They argue that the effects of attractiveness depend on consistency with the job seeker’s other status characteristics and fit with the status of the focal job. A r…
Was It Me or Was It Gender Discrimination?” How Women Respond to Ambiguous Incidents at Work
Research shows that people often feel emotional distress when they experience a potentially discriminatory incident but cannot classify it conclusively. In this study, we propose that the ramifications of such ambiguous incidents extend beyond interior, emotional costs to include socially consequential action (or inaction) at work. Taking a mixed-methods approach, we examine how professional women experience and respond to incidents that they bel…
Not in My Schoolyard: Disability Discrimination in Educational Access
Disabled people constitute the largest minority group in the United States, and disability discrimination is prohibited under federal law. Nevertheless, disability has received limited attention in the sociology of discrimination. We examine disability discrimination in an important gatekeeping interaction: access to public education. In an audit study of more than 20,000 public schools, we sent emails to principals from fictitious prospective pa…
Statistical Discrimination and the Rationalization of Stereotypes
The theory of statistical discrimination is a dominant social scientific framework for understanding discrimination in labor markets. To date, the literature has treated this theory as a model that merely explains employer behavior. This article contends that the idea of statistical discrimination, rather than simply providing an explanation, can lead people to view social stereotyping as useful and acceptable and thus help rationalize and justif…
Scaling Down Inequality: Rating Scales, Gender Bias, and the Architecture of Evaluation
Quantitative performance ratings are ubiquitous in modern organizations-from businesses to universities-yet there is substantial evidence of bias against women in such ratings. This study examines how gender inequalities in evaluations depend on the design of the tools used to judge merit. Exploiting a quasi-natural experiment at a large North American university, we found that the number of scale points used in faculty teaching evaluations-wheth…
Whitened Résumés: Race and Self-Presentation in the Labor Market
Using interviews, a laboratory experiment, and a résumé audit study, we examine racial minorities’ attempts to avoid anticipated discrimination in labor markets by concealing or downplaying racial cues in job applications, a practice known as “résumé whitening.” Interviews with racial minority university students reveal that while some minority job seekers reject this practice, others view it as essential and use a variety of whitening techniques…
Class Advantage, Commitment Penalty: The Gendered Effect of Social Class Signals in an Elite Labor Market
Research on the mechanisms that reproduce social class advantages in the United States focuses primarily on formal schooling and pays less attention to social class discrimination in labor markets. We conducted a résumé audit study to examine the effect of social class signals on entry into large U.S. law firms. We sent applications from fictitious students at selective but non-elite law schools to 316 law firm offices in 14 cities, randomly assi…
The Geography of Stigma Management: The Relationship between Sexual Orientation, City Size, and Self-monitoring
This study examines whether self-monitoring-a ubiquitous social psychological construct that captures the extent to which individuals regulate their self-presentation to match the expectation of others-varies across demographic and social contexts. Building on Erving Goffman's classic insights on stigma management, the authors expect that the propensity for self-monitoring will be greater among sexual minorities, especially in areas where the sti…
Imprinting: Toward a Multilevel Theory
Pride and Prejudice: Employment Discrimination against Openly Gay Men in the United States
This article presents the first large-scale audit study of discrimination against openly gay men in the United States. Pairs of fictitious résumés were sent in response to 1,769 job postings in seven states. One résumé in each pair was randomly assigned experience in a gay campus organization, and the other résumé was assigned a control organization. Two main findings have emerged. First, in some but not all states, there was significant discrimi…
Class Advantage, Commitment Penalty: The Gendered Effect of Social Class Signals in an Elite Labor Market
Research on the mechanisms that reproduce social class advantages in the United States focuses primarily on formal schooling and pays less attention to social class discrimination in labor markets. We conducted a résumé audit study to examine the effect of social class signals on entry into large U.S. law firms. We sent applications from fictitious students at selective but non-elite law schools to 316 law firm offices in 14 cities, randomly assi…
Pride and Prejudice: Employment Discrimination against Openly Gay Men in the United States
This article presents the first large-scale audit study of discrimination against openly gay men in the United States. Pairs of fictitious résumés were sent in response to 1,769 job postings in seven states. One résumé in each pair was randomly assigned experience in a gay campus organization, and the other résumé was assigned a control organization. Two main findings have emerged. First, in some but not all states, there was significant discrimi…
Scaling Down Inequality: Rating Scales, Gender Bias, and the Architecture of Evaluation
Quantitative performance ratings are ubiquitous in modern organizations-from businesses to universities-yet there is substantial evidence of bias against women in such ratings. This study examines how gender inequalities in evaluations depend on the design of the tools used to judge merit. Exploiting a quasi-natural experiment at a large North American university, we found that the number of scale points used in faculty teaching evaluations-wheth…
Statistical Discrimination and the Rationalization of Stereotypes
The theory of statistical discrimination is a dominant social scientific framework for understanding discrimination in labor markets. To date, the literature has treated this theory as a model that merely explains employer behavior. This article contends that the idea of statistical discrimination, rather than simply providing an explanation, can lead people to view social stereotyping as useful and acceptable and thus help rationalize and justif…
Not in My Schoolyard: Disability Discrimination in Educational Access
Disabled people constitute the largest minority group in the United States, and disability discrimination is prohibited under federal law. Nevertheless, disability has received limited attention in the sociology of discrimination. We examine disability discrimination in an important gatekeeping interaction: access to public education. In an audit study of more than 20,000 public schools, we sent emails to principals from fictitious prospective pa…
Was It Me or Was It Gender Discrimination?” How Women Respond to Ambiguous Incidents at Work
Research shows that people often feel emotional distress when they experience a potentially discriminatory incident but cannot classify it conclusively. In this study, we propose that the ramifications of such ambiguous incidents extend beyond interior, emotional costs to include socially consequential action (or inaction) at work. Taking a mixed-methods approach, we examine how professional women experience and respond to incidents that they bel…
The Geography of Stigma Management: The Relationship between Sexual Orientation, City Size, and Self-monitoring
This study examines whether self-monitoring-a ubiquitous social psychological construct that captures the extent to which individuals regulate their self-presentation to match the expectation of others-varies across demographic and social contexts. Building on Erving Goffman's classic insights on stigma management, the authors expect that the propensity for self-monitoring will be greater among sexual minorities, especially in areas where the sti…
Attractiveness and Attainment: Status, Beauty, and Jobs in China and the United States
Research on how physical attractiveness affects labor market outcomes has yielded contradictory results. Conceptualizing attractiveness as a diffuse status characteristic, the authors emphasize the role of status consistency in matching job applicants to positions of varying prestige. They argue that the effects of attractiveness depend on consistency with the job seeker’s other status characteristics and fit with the status of the focal job. A r…
Pride and Prejudice: Employment Discrimination against Openly Gay Men in the United States
This article presents the first large-scale audit study of discrimination against openly gay men in the United States. Pairs of fictitious résumés were sent in response to 1,769 job postings in seven states. One résumé in each pair was randomly assigned experience in a gay campus organization, and the other résumé was assigned a control organization. Two main findings have emerged. First, in some but not all states, there was significant discrimi…
Imprinting: Toward a Multilevel Theory
Whitened Résumés: Race and Self-Presentation in the Labor Market
Using interviews, a laboratory experiment, and a résumé audit study, we examine racial minorities’ attempts to avoid anticipated discrimination in labor markets by concealing or downplaying racial cues in job applications, a practice known as “résumé whitening.” Interviews with racial minority university students reveal that while some minority job seekers reject this practice, others view it as essential and use a variety of whitening techniques…
Class Advantage, Commitment Penalty: The Gendered Effect of Social Class Signals in an Elite Labor Market
Research on the mechanisms that reproduce social class advantages in the United States focuses primarily on formal schooling and pays less attention to social class discrimination in labor markets. We conducted a résumé audit study to examine the effect of social class signals on entry into large U.S. law firms. We sent applications from fictitious students at selective but non-elite law schools to 316 law firm offices in 14 cities, randomly assi…
The Geography of Stigma Management: The Relationship between Sexual Orientation, City Size, and Self-monitoring
This study examines whether self-monitoring-a ubiquitous social psychological construct that captures the extent to which individuals regulate their self-presentation to match the expectation of others-varies across demographic and social contexts. Building on Erving Goffman's classic insights on stigma management, the authors expect that the propensity for self-monitoring will be greater among sexual minorities, especially in areas where the sti…
Scaling Down Inequality: Rating Scales, Gender Bias, and the Architecture of Evaluation
Quantitative performance ratings are ubiquitous in modern organizations-from businesses to universities-yet there is substantial evidence of bias against women in such ratings. This study examines how gender inequalities in evaluations depend on the design of the tools used to judge merit. Exploiting a quasi-natural experiment at a large North American university, we found that the number of scale points used in faculty teaching evaluations-wheth…
Statistical Discrimination and the Rationalization of Stereotypes
The theory of statistical discrimination is a dominant social scientific framework for understanding discrimination in labor markets. To date, the literature has treated this theory as a model that merely explains employer behavior. This article contends that the idea of statistical discrimination, rather than simply providing an explanation, can lead people to view social stereotyping as useful and acceptable and thus help rationalize and justif…
Was It Me or Was It Gender Discrimination?” How Women Respond to Ambiguous Incidents at Work
Research shows that people often feel emotional distress when they experience a potentially discriminatory incident but cannot classify it conclusively. In this study, we propose that the ramifications of such ambiguous incidents extend beyond interior, emotional costs to include socially consequential action (or inaction) at work. Taking a mixed-methods approach, we examine how professional women experience and respond to incidents that they bel…
Not in My Schoolyard: Disability Discrimination in Educational Access
Disabled people constitute the largest minority group in the United States, and disability discrimination is prohibited under federal law. Nevertheless, disability has received limited attention in the sociology of discrimination. We examine disability discrimination in an important gatekeeping interaction: access to public education. In an audit study of more than 20,000 public schools, we sent emails to principals from fictitious prospective pa…
Attractiveness and Attainment: Status, Beauty, and Jobs in China and the United States
Research on how physical attractiveness affects labor market outcomes has yielded contradictory results. Conceptualizing attractiveness as a diffuse status characteristic, the authors emphasize the role of status consistency in matching job applicants to positions of varying prestige. They argue that the effects of attractiveness depend on consistency with the job seeker’s other status characteristics and fit with the status of the focal job. A r…
Psychology (9 works) · Social Psychology (8 works) · Political science (7 works) · Gender Diversity and Inequality (6 works) · Social Psychology (6 works) · Economics (5 works) · Names, Identity, and Discrimination Research (5 works) · Audit (4 works) · Demographic economics (3 works) · Gender Studies (3 works)