Homosexuality's Signalling Function in Job Candidate Screening: Why Gay is (Mostly) Ok

Sterkens, Philippe; Dalle, Axana; Wuyts, Joey; Pauwels, Ines; Durinck, Hellen; Baert, Stijn

doi:10.2139/ssrn.4114870

Cited by 3 publications

(1 citation statement)

References 76 publications

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“…To test the hypotheses presented in the previous section, we conduct a vignette experiment, a method frequently used to study hiring decisions (Baert, 2018;Derous et al, 2012;Di Stasio, 2014;Kübler et al, 2018;Sterkens et al, 2022;Van Borm et al, 2021). A vignette experiment involves the evaluation of fictitious candidate profiles (i.e.…”

Section: Methodsmentioning

confidence: 99%

A Poisoned Gift? The Hireability Signals of an Income-Support Program for the Senior Unemployed

2023

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Section: Methodsmentioning

confidence: 99%

A Poisoned Gift? The Hireability Signals of an Income-Support Program for the Senior Unemployed

2023

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A poisoned gift? The hireability signals of an income-support program for the senior unemployed

Dalle,

Sterkens,

Baert

2024

J. Dem. Econ.

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Many Organization for Economic Co-operation and Development countries invest heavily in labor-market programs to prolong careers. Although active labor-market programs have frequently been evaluated, less is known about passive programs supporting unemployed seniors financially. We focus on the latter by investigating the hiring opportunities of candidates who partake in a regime that ensures dismissed seniors a company supplement alongside regular unemployment benefits. Therefore, we conduct a scenario experiment in which genuine recruiters evaluate fictitious candidates who have spent varying durations unemployed in regimes with and without the company supplement. Because recruiters evaluate candidates' hireability and productivity perceptions, we can identify underlying mechanisms. Overall, we find no evidence of employer-side stigma hindering the re-employment of seniors unemployed in the program. Conversely, longer-term unemployed even benefit from this regime because it mitigates regular stigmatization of long-term unemployment, especially for men. Specifically, recruiters judge them more mildly – particularly regarding flexibility – when they receive the supplement and still apply.

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Triggering competence may protect multiple minority members from hiring discrimination

Reese,

Santos,

Palma

et al. 2023

Humanit Soc Sci Commun

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Hiring managers may consider hundreds of applicants for one position, leading to rapid decisions based on minimal information which may discriminate against certain individuals. However, past research shows that individuals belonging to multiple minority groups may, in fact, benefit from their intersectional status in certain contexts. First, to identify possible types of prejudice, the Attitudes Toward Gay Men (ATG) and Attitudes Toward Brazilian Men (ATB) explicit measures were created and paired with implicit association tests (IATs). Whereas participants did not show signs of explicit negative attitudes toward outgroup members, they did exhibit implicit preferences toward ingroup members. Using another sample from the same sociocultural context, potential discrimination faced by straight or gay Brazilian applicants in Portugal was examined in high or low competence scenarios, drawing inspiration from the stereotype content model. Results indicated, compared to ingroup applicants, straight and gay outgroup members were perceived alike in competence and were offered statistically similar salaries when competence was triggered; in contrast, only straight outgroup members were perceived as less competent and were offered statistically lower salaries when competence was not triggered. Findings suggest that multiple minority status may protect certain individuals from hiring discrimination, particularly in contexts where competence is not assumed.

show abstract

Homosexuality's Signalling Function in Job Candidate Screening: Why Gay is (Mostly) Ok

Cited by 3 publications

References 76 publications

A Poisoned Gift? The Hireability Signals of an Income-Support Program for the Senior Unemployed

A Poisoned Gift? The Hireability Signals of an Income-Support Program for the Senior Unemployed

A poisoned gift? The hireability signals of an income-support program for the senior unemployed

Triggering competence may protect multiple minority members from hiring discrimination

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