The Structured Interview: Reducing Biases Toward Job Applicants with Physical Disabilities

Brecher, Ellyn G.; Bragger, Jennifer D.; Kutcher, Eugene J.

doi:10.1007/s10672-006-9014-y

Cited by 27 publications

(16 citation statements)

References 39 publications

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“…Because of this, we suggest that it may be possible to reduce the negative effects of implicit gender stereotypes when job interviews are structured and evaluation criteria are highly specified. This recommendation would be consistent with research showing that bias against individuals from different disadvantaged groups (overweight individuals, individuals with physical disabilities, pregnant women) was reduced in structured job interviews (Bragger, Kutcher, Morgan, & Firth, 2002;Brecher, Bragger, & Kutcher, 2006;Kutcher & Bragger, 2004).…”

Section: Practice Implicationssupporting

confidence: 82%

Gender Biases in (Inter) Action

Latu

Mast

Stewart

2015

Psychology of Women Quarterly

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Although explicit stereotypes of women in the workplace have become increasingly positive (Duehr & Bono, 2006), negative stereotypes persist at an implicit level, with women being more likely associated with incompetent-and men with competent-managerial traits (Latu et al., 2011). Drawing upon work on self-fulfilling prophecies and interracial interactions, we investigated whether and how implicit and explicit gender stereotypes held by both male interviewers and female applicants predicted women's interview outcomes. Thirty male interviewers conducted mock job interviews with 30 female applicants. Before the interview, we measured interviewers' and applicants' implicit and explicit gender stereotypes. The interviewers' and applicants' implicit stereotypes independently predicted external evaluations of the performance of female applicants. Whereas female applicants' higher implicit stereotypes directly predicted lower performance, male interviewers' implicit stereotypes indirectly impaired female applicants' performance through lower evaluations by the interviewer and lower self-evaluations by the applicant. Moreover, having an interviewer who was at the same time high in implicit and low in explicit stereotypes predicted the lowest performance of female applicants. Our findings highlight the importance of taking into account both implicit and explicit gender stereotypes in mixed-gender interactions and point to ways to reduce the negative effects of gender stereotypes in job interviews. 2013 , compared to 9.6% in 1995(Catalyst, 2011. Women also lead several powerful European nations such as Germany, Switzerland, Denmark and Norway. Moreover, organizations are increasingly committed to promoting gender equality through diversity programs and policies. However, despite an improvement in explicit gender stereotypes (Duehr & Bono, 2006;Stoker, Van der Velde, & Lammers, 2012), negative stereotypes persist at an implicit level, with women being more likely to be implicitly associated with negative managerial traits (Latu et al., 2011) and with roles incompatible with leadership (Nosek, Banaji, & Greenwald, 2002;Rudman & Kilianski, 2000).One pivotal point at which gender stereotypes can manifest themselves in workplace inequality is in the door to employment itself: the job interview. But what is the role that gender stereotypes play in female job applicants' interview performance and employers' interview-based job decisions? More specifically, if stereotyping contributes to gender inequality in such decisions, is it the interviewers' or female applicants' stereotypes of women in the workplace that drive the effects, and is it implicit or explicit stereotypes that have the most influence? Drawing upon prior empirical work on bias in interracial interactions (Dovidio, 2001;Dovidio, Kawakami, & Gaertner, 2002) as well as self-fulfilling prophecies (Rosenthal & Jacobson, 1968;Word, Zanna, & Cooper, 1974), we designed a paradigm to assess the effects of gender stereotypes held by both male interviewers and femal...

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Section: Practice Implicationssupporting

confidence: 82%

Gender Biases in (Inter) Action

Latu

Mast

Stewart

2015

Psychology of Women Quarterly

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“…Thus, it is not biases alone that place hurdles at every step of the recruitment and selection process (cf. Stone and Williams 1997;Miceli, Harvey and Buckley 2001;Brecher, Bragger and Kutcher 2006). It is likely that if the macrosocietal context is not directly encouraging of inclusivity, profit-seeking organizations will only minimally go out of their way to be inclusive inside their organizations, and utmost they might do social work external to the organization.…”

Section: The International Journal Of Human Resource Management 1559mentioning

confidence: 99%

Engagement with disability: analysis of annual reports of Indian organizations

Kulkarni

Rodrigues

2013

The International Journal of Human Resource Management

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“…For example, structured interviews have been shown to reduce bias and stereotyping in interviewer ratings of PWDs (Brecher et al 2006). Brecher et al (2006) recommend structuring job interviews by: basing questions on the job analysis, having multiple interviewers, having interviewers take notes, asking behavioral and situational questions, and having behaviorally anchored rating scales for interview answers (p. 165).…”

Section: Questions Organizations Need To Considermentioning

confidence: 99%

Addressing the Underemployment of Persons with Disabilities: Recommendations for Expanding Organizational Social Responsibility

Markel

Barclay

2009

Employ Respons Rights J

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The underemployment of persons with disabilities continues to be a societal problem; many persons with disabilities have difficulty securing and maintaining employment. This difficulty contributes to the relatively higher rates of poverty among persons with disabilities as well as their underutilization as productive members of society. This research examines factors that contribute to this underemployment problem. Based on this examination, we develop questions organizations must consider for addressing the problem. These questions are based on creating working relationships for persons with disabilities at an individual level that may be an extension of an organization's corporate social responsibility program. Individuals with disabilities have a right to obtain and maintain successful employment opportunities; this research outlines the factors at play and provides suggestions for employers to consider in addressing this social problem.

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The Structured Interview: Reducing Biases Toward Job Applicants with Physical Disabilities

Cited by 27 publications

References 39 publications

Gender Biases in (Inter) Action

Gender Biases in (Inter) Action

Engagement with disability: analysis of annual reports of Indian organizations

Addressing the Underemployment of Persons with Disabilities: Recommendations for Expanding Organizational Social Responsibility

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