Systemic Discrimination Among Large U.S. Employers

Mitigating Bias in Recruitment: Attracting a Diverse, Dynamic Workforce to Sustain the Future of Radiation Oncology

“…Discrimination is higher at companies with decentralized vs centralized human resources. 15 Similar bias has been documented in medicine, with a recent publication describing Black applicants' confrontation of microaggressions, stereotype threat, tokenism, imposter syndrome, and homophily. 17 In radiation oncology, biases affecting those whose gender, race, ethnicity, and other characteristics are underrepresented in medicine (URiM) have also been documented.…”

“…There are many examples of encapsulated biases (or, perhaps, conscious bias) in recruitment. For example, a name discrimination study found that individuals with names more common in African American culture are significantly less likely to get called back for a job interview that applicants with Caucasian sounding names despite identical resumes, 14 and this persists on an analysis done in modern times, 15 as well as within science. 16 "Lakisha and Jamal" need 8 more years of experience on their resume to get the same interview call backs as "Greg and Emily."…”

Earnings Discrimination in the Workplace

“…There is plentiful evidence from correspondence studies (aka. audit studies) that employers are less willing to hire women or ethnic minorities, on average (see Rich, 2014, for one review and Kline et al, 2022, for recent evidence). However, as noted earlier, an unwillingness to hire women or ethnic minorities on the part of some employers does not necessarily translate into differences in the wages that are offered to acceptable candidates; it may simply lead to segregation between firms.…”

Employment Industry and Occupational Class in Relation to Serious Psychological Distress in the United States

“…Due to institutional racism in the United States workforce, minoritized racial/ethnic groups, including Asian, NH-Black, and Hispanic/Latinx adults, are more likely to experience racial discrimination in hiring practices and while in the workplace [21,22]. For example, one study sent 83,000 fictitious job applications with randomized applicant characteristics (e.g., race) to 108 United States employers and concluded that over 20% of companies discriminate against Black applicants, and that this result varied by industry of employment [23]. Further, NH-Black and Hispanic/Latinxs are more likely to work in support service rather than managerial roles and labor-intensive rather than low-intensity industries and thus may be differentially impacted by occupational factors [24,25].…”