APPLICANT RACE AND JOB PLACEMENT DECISIONS: A NATIONAL SURVEY EXPERIMENT

Jomills Henry Braddock II; Robert L. Crain; James M. McPartland; Russell L. Dawkins

doi:10.1108/eb012998

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International Journal of Sociology and Social Policy

ISSN: 0144-333X

Online from: 1981

Subject Area: Industry and Public Sector Management

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APPLICANT RACE AND JOB PLACEMENT DECISIONS: A NATIONAL SURVEY EXPERIMENT

Document Information:
Title:	APPLICANT RACE AND JOB PLACEMENT DECISIONS: A NATIONAL SURVEY EXPERIMENT
Author(s):	Jomills Henry Braddock II, (Center for Social Organisation of Schools, Johns Hopkins University), Robert L. Crain, (Center for Social Organisation of Schools, Johns Hopkins University), James M. McPartland, (Center for Social Organisation of Schools, Johns Hopkins University), Russell L. Dawkins, (Center for Social Organisation of Schools, Johns Hopkins University)
Citation:	Jomills Henry Braddock II, Robert L. Crain, James M. McPartland, Russell L. Dawkins, (1986) "APPLICANT RACE AND JOB PLACEMENT DECISIONS: A NATIONAL SURVEY EXPERIMENT", International Journal of Sociology and Social Policy, Vol. 6 Iss: 1, pp.3 - 24
Keywords:	Discrimination, Male workers, Race and employment, Surveys, USA, Women workers
Article type:	General review
DOI:	10.1108/eb012998 (Permanent URL)
Publisher:	MCB UP Ltd
Abstract:	Net of controls for educational credentials, recommendations, age, high school quality, employment sector, firm size and region, white personnel officers tend to assign black male high school graduates to lower paying positions than those assigned to white male high school graduates in the USA. Similar patterns are observed for while female college graduates. The effect of job candidates' race on employers' job placement decisions is examined, using data gathered by the randomised vignette technique. These patterns of apparent bias in job placement are found to be offset to some degree in firms with affirmative action policies. The findings are discussed in the context of Thurow's (1975) theory of statistical discrimination. Further research is needed to investigate potential discrimination in job selection and to examine characteristics of firms and personnel officers with the greatest propensity to discriminate.

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