Abstract
This study reports a meta-analysis of experimental investigations of the effects of applicant gender (1842 subjects across 19 studies) and qualifications (1767 subjects across 20 studies) on hiring recommendations. It was found that (1) males were preferred over females, though this effect was not consistent and accounted for only 4% of the variance in hiring recommendations overall; (2) in comparison to gender effects, the mean effect of applicant qualifications (represented by variables such as education and experience) on hiring recommendations accounted for 35% of the variance across studies; (3) the design of the studies (within-subject versus between-subjects) significantly moderated both gender and qualifications effects; and (4) mean responses of professional and student samples were not significantly different, although students provided more homogeneous evaluations in both studies of gender and qualifications. We concluded, with some methodological reservations, that there is marginal evidence of employment discrimination against females in experimental studies of hiring decisions.
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