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Do Large Employers Treat Racial Minorities More Fairly? An Analysis of Canadian Field Experiment Data

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  • Rupa Banerjee
  • Jeffrey G. Reitz
  • Phil Oreopoulos

Abstract

Analysis of amended data from a large-scale Canadian employment audit study (Oreopoulos 2011) shows substantial organization size differences in discrimination against skilled applicants with Asian (Chinese, Indian, or Pakistani) names in the decision to call for an interview. In organizations with more than 500 employees, Asian-named applicants are 20 percent less likely to receive a callback; in smaller organizations, the disadvantage is nearly 40 percent. Large organizations may discriminate less frequently because of more resources in recruitment and training, more human resources development, and greater experience with diversity. Anonymized résumé review may allow organizations to test hiring procedures for discrimination fairly inexpensively.

Suggested Citation

  • Rupa Banerjee & Jeffrey G. Reitz & Phil Oreopoulos, 2018. "Do Large Employers Treat Racial Minorities More Fairly? An Analysis of Canadian Field Experiment Data," Canadian Public Policy, University of Toronto Press, vol. 44(1), pages 1-12, March.
    • Handle: RePEc:cpp:issued:v:44:y:2018:i:1:p:1-12
    DOI: 10.3138/cpp.2017-033
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    Cited by:

    1. Patrick Kline & Evan K Rose & Christopher R Walters, 2022. "Systemic Discrimination Among Large U.S. Employers [“Teachers and Student Achievement in the Chicago Public High Schools,”]," The Quarterly Journal of Economics, Oxford University Press, vol. 137(4), pages 1963-2036.
    2. Sareh Nazari, 2024. "The Intersectional Effects of Race, Gender, and Religion on the Economic Integration of High-skilled Immigrants: a Literature Review," Journal of International Migration and Integration, Springer, vol. 25(4), pages 2213-2252, December.
    3. Mohammad M. H. Raihan & Nashit Chowdhury & Tanvir C. Turin, 2023. "Low Job Market Integration of Skilled Immigrants in Canada: The Implication for Social Integration and Mental Well-Being," Societies, MDPI, vol. 13(3), pages 1-13, March.
    4. Fang, Tony & Zhang, Tingting & Hartley, John, 2023. "Examining the Determinants of Managers' Hiring Attitudes Towards Immigrant Workers: Evidence from an Employer Survey," IZA Discussion Papers 16219, Institute of Labor Economics (IZA).
    5. Konnikov, Alla & Denier, Nicole & Hu, Yang & Hughes, Karen D. & Al-Ani, Jabir Alshehabi & Ding, Lei & Rets, Irina & Tarafdar, Monideepa, 2022. "BIAS Word inventory for work and employment diversity, (in)equality and inclusivity (Version 1.0)," SocArXiv t9v3a, Center for Open Science.
    6. Patrick Kline & Evan K Rose & Christopher R Walters, 2023. "Systemic Discrimination Among Large U.S. Employers," The Quarterly Journal of Economics, President and Fellows of Harvard College, vol. 137(4), pages 1963-2036.
    7. Bjørnshagen, Vegar & Rooth, Dan-Olof & Ugreninov, Elisabeth, 2023. "Disability, Gender and Hiring Discrimination: A Field Experiment," IZA Discussion Papers 16217, Institute of Labor Economics (IZA).

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