Abstract
This is the first study providing empirical support for automatically activated associations inducing discriminatory behavior among recruiters in a real-life hiring situation. Two different field experiments on ethnic discrimination in hiring are combined with a measure of employers' automatic attitudes and performance stereotypes toward Arab-Muslim men relative to Swedish men using the Implicit Association Test. The results show that the probability to invite Arab-Muslim job applicants decreases by five percentage points when the recruiter has a one standard deviation stronger negative implicit association toward Arab-Muslim men. This suggests that automatic processes may exert a significant impact on employers' hiring decisions, offering new insights into labor market discrimination.
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