Abstract
We investigated the adverse impact of résumé screening, taking into account the intersectionality of minority characteristics. A correspondence audit test showed hiring discrimination depended on the strength of applicants' ethnic identification. The odds for rejection were 4–6 times higher for résumés with ethnic minority identifiers (Arab names; Arab affiliations) when compared with ethnic majority identifiers (Dutch names; Dutch affiliations). Sex moderated the ethnicity effect but the particular effect (ethnic prominence; double jeopardy against women or men) depended on the type and degree of ethnic identification, lending support for a within‐category approach to study ethnic prejudice. The four‐fifths rule resulted in similar findings. Theoretical implications regarding the intersectional effects of minority characteristics and practical implications regarding ways to avert adverse impact during résumé screening are discussed.
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