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Bias against Latina and African American women job applicants: a field experiment

Astin D. Vick (Texas A&M University, College Station, Texas, USA)
George Cunningham (Texas A&M University, College Station, Texas, USA)

Sport, Business and Management

ISSN: 2042-678X

Article publication date: 6 September 2018

Issue publication date: 7 September 2018

327

Abstract

Purpose

The purpose of this paper is to examine bias among White raters against racial minority women seeking employment in fitness organizations.

Design/methodology/approach

The authors conducted a 2 (applicant perceived racial identity) × 2 (applicant race) × 2 (hiring directive) factorial design experiment, with participant rater gender serving as the within-subjects variable. Adults in the USA (n=238) who had or were currently working in the fitness industry participated in the study.

Findings

Results indicate that applicant presumed racial identity and rater gender had direct effects, while applicant presumed racial identity, applicant race and rater gender had interactive effects, as well.

Originality/value

Results show that perceived racial identity affects raters’ view of job applicants, and the pattern of findings varies among racial groups.

Keywords

Citation

Vick, A.D. and Cunningham, G. (2018), "Bias against Latina and African American women job applicants: a field experiment", Sport, Business and Management, Vol. 8 No. 4, pp. 410-430. https://doi.org/10.1108/SBM-11-2017-0073

Publisher

:

Emerald Publishing Limited

Copyright © 2018, Emerald Publishing Limited

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