Abstract
ABSTRACT In a testing (auditing) field experiment, African American and Latinx job seekers with equal qualifications applied simultaneously for manufacturing and warehouse employment at a representative sample of 60 Chicago-area temporary staffing agencies. Agencies offered jobs to African Americans at only 75% the rate of Latinx. They also segregated 82% of jobs, offering them only to one group or the other. In 65% of tests – nearly two-thirds – agencies discriminatorily limited the opportunities offered to either African Americans or Latinx job seekers. We describe four strategies for reducing racial/ethnic bias in the hiring practices of staffing agencies and their industrial employer clients.
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