Gendered appearance norms: An analysis of employment discrimination lawsuits, 1970–2008

Trautner, Mary Nell; Kwan, Samantha

doi:10.1108/s0277-2833(2010)0000020009

Cited by 11 publications

(14 citation statements)

References 18 publications

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“…There is also support for the notion that dress may be used to enhance perceptions of trust, professionalism and responsibility (Trautner and Kwan, 2010). Consequently, it might be possible that applicants that dress in non-Western attire to job interviews may be treated unfavourably because they are part of an out-group.…”

Section: Accentmentioning

confidence: 99%

Fitting the mould: the role of employer perceptions in immigrant recruitment decision-making

Almeida

Fernando

Hannif³

et al. 2015

The International Journal of Human Resource Management

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Human capital theory presumes that skill-accredited immigrant professionals can access positions in the labour market to match their skills and qualifications. It implies that employers have little power to influence the labour market outcomes of immigrant professionals. Using social identity theory, we examine the influence of similarity effect in recruitment decision-making involving immigrant information technology (IT) professionals in New South Wales, Australia. We assess how decision makers (N = 331) hiring IT professionals need to associate and identify with people that resemble themselves in some way more than those that do not, can influence their perception of the immigrant candidate's fit into their organisation. Particularly, we examine how the level of exposure to diversity, the decision maker's origin and the diversity of clientele can moderate the assessment of the candidate's fit to the organisation. We also assess how attire, name, accent and any overtly expressed religious affiliations influence employer perceptions. The findings indicate decision makers with lower levels of exposure to diversity or working in organisations with mostly Anglo clients tend to be more concerned of the fit regarding the Indians, South-east Asians and the Chinese. They were also more likely to be negatively influenced by the non-Anglo personal attributes.

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Section: Accentmentioning

confidence: 99%

Fitting the mould: the role of employer perceptions in immigrant recruitment decision-making

Almeida

Fernando

Hannif³

et al. 2015

The International Journal of Human Resource Management

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“…Attire can heavily influence the perception of similarity transmitted during the interview, as it communicates particular information about the wearer (Howlett et al., ). For example, studies have supported that attire may be related to perceived professionalism and responsibility levels in the organizational context (Trautner and Kwan, ). This notion may also affect the perception of the P‐O fit of skilled professionals during the recruitment process, in that attire is linked to the level of responsibility of the job.…”

Section: Introductionmentioning

confidence: 99%

Cultural Capital of Recruitment Decision‐Makers and its Influence on their Perception of Person‐Organisation Fit of Skilled Migrants

Almeida

Waxin

Paradies

2018

International Migration

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This article examines how recruitment decision‐makers’ cultural capital can influence their concerns about the organizational fit of skilled migrants (SM). We used survey data and interviews with Information Technology organizations in Australia. The study highlights the decision‐makers’ relatively poor understanding of non‐western cultures and how it negatively influences their perception of candidates from non‐western backgrounds. Furthermore, this study also notes how organisational cultural values and decision‐makers’ exposure to diverse cultures can influence their assumptions about the value of international qualifications and work experiences. Similarly, it can also influence how they assess the perception of fit based on a candidate's appearance and communication style. Consequently, the cognitive biases and judgements of resource acquisition managers can act as gatekeepers who keep non‐western SM out of the organizational resource pool. The article concludes by noting the importance of human resource practices that seek to develop cultural capital of decision‐makers.

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“…The bureaucratized element of service work can also be gendered (Kerfoot & Korczynski, 2005;Trautner & Kwan, 2010). Joan Acker's (1990) theory of gendered organization demonstrates how distinct processes work to gender organizations and render them "masculine."…”

Section: Dashpermentioning

confidence: 99%

The “Right” Person for the Job: Exploring the Aesthetics Of Labor Within the Events Industry

Dashper

2013

Event Management

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The events industry is an underresearched section of the service sector and can be usefully understood as a "customer-orientated bureaucracy" (Korczynski, 2002). The dual, and often contradictory, logics of customer orientation and bureaucratization coexist and place heavy demands on employees. The concept of aesthetic labor, first conceived by Warhurst, Nickson, Witz, and Cullen (2000), has been usefully applied to recruitment processes in other parts of the service sector, notably hospitality and retail, in order to understand better the complex and embodied demands required of employees in contemporary service organizations. This article presents an exploratory study into the recruitment process in the events industry in the UK. Through an analysis of online event management job advertisements, the implicit embodied attributes required of successful candidates are explored, and the underlying gendered and class-based assumptions of these corporeal dispositions are considered.

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Gendered appearance norms: An analysis of employment discrimination lawsuits, 1970–2008

Cited by 11 publications

References 18 publications

Fitting the mould: the role of employer perceptions in immigrant recruitment decision-making

Fitting the mould: the role of employer perceptions in immigrant recruitment decision-making

Cultural Capital of Recruitment Decision‐Makers and its Influence on their Perception of Person‐Organisation Fit of Skilled Migrants

The “Right” Person for the Job: Exploring the Aesthetics Of Labor Within the Events Industry

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