Gatekeepers

The Milwaukee Field Experiment in the Employment Application Process

Dados Bibliográficos

ID16915478
AutoresLenard Wells (Cardinal Stritch University, autor correspondente)
Ano2013
Volume3
Fascículo4
Data de publicação2013-01-01
Peer ReviewedSim
Open AccessSim
TipoARTICLE
PeriódicoSAGE Open (JOURNAL)
Identificadores do periódicoISSN: 2158-2440 • E-ISSN: 2158-2440
EditoraSAGE Publications (PUBLISHER • US)
DOI10.1177/2158244013503830
OpenAlexW2330808297
IdiomaEN
Citações recebidas5
Referências citadas15

Criminal history and race have been prominent figures in the research of discrimination in the labor market. Initially there was a heavy reliance on statistical analysis of employment data as an indicator of bias in employment. The use of field experiments that use audits conducted by testers applying for entry-level positions has become an important resource in the examination of discrimination in the labor force. The testers are matched on all characteristics, but race. In the present study, evidence of discrimination relied heavily on a comparison of callbacks for entry-level positions of Black male and White male testers based on their race and criminal history. Testers were required to participate in debriefings and maintain a diary of all of their interactions during the application process. Three themes emerged from the diaries and debriefings of the testers: (a) the application process was influenced by a “gatekeeper,” (b) racism was evident, and (c) an emotional effect was noted on both testers

Audit · Business · Callback · Criminology · Ethnic discrimination · Ethnic group · Political science · Racism · Sociology · Computer Science · Gender Studies · Law · Names, Identity, and Discrimination Research · Psychology · Social and Intergroup Psychology · Social Psychology · Accounting