Candidate Race Research Articles

How and when candidate race affects inferences about ideology and group favoritism

Abstract How does a candidate's racial background affect the inferences voters make about them? Prior work finds that Black candidates are perceived to be more liberal. Using two survey experiments, we test whether this effect persists when candidate partisanship and issue positions are specified and also consider other consequential voter perceptions. We make two contributions. First, we show that while Black candidates are perceived to be more liberal than White candidates with the same policy positions, this difference is smaller for Black candidates who adopt more conservative positions on race-related issues. Second, we find that voters, both Black and White, believe Black candidates will prioritize the interests of Black constituents over those of White constituents, regardless of candidate positions.

“Hi. I’m Molly, Your Virtual Interviewer!” Exploring the Impact of Race and Gender in AI-Powered Virtual Interview Experiences

The persistent issue of human bias in recruitment processes poses a formidable challenge to achieving equitable hiring practices, particularly when influenced by demographic characteristics such as gender and race of both interviewers and candidates. Asynchronous Video Interviews (AVIs), powered by Artificial Intelligence (AI), have emerged as innovative tools aimed at streamlining the application screening process while potentially mitigating the impact of such biases. These AI-driven platforms present an opportunity to customize the demographic features of virtual interviewers to align with diverse applicant preferences, promising a more objective and fair evaluation. Despite their growing adoption, the implications of virtual interviewer identities on candidate experiences within AVIs remain underexplored. We aim to address this research and empirical gap in this paper. To this end, we carried out a comprehensive between-subjects study involving 218 participants across six distinct experimental conditions, manipulating the gender and skin color of an AI virtual interviewer agent. Our empirical analysis revealed that while the demographic attributes of the agents did not significantly influence the overall experience of interviewees, variations in the interviewees' demographics, significantly altered their perception of the AVI process. Further, we uncovered that the mediating roles of Social Presence and Perception of the virtual interviewer critically affect interviewees' Perceptions of Fairness (+), Privacy (-), and Impression management (+).

Lost in Transplantation: Characterizing Racial Gaps in Physician Organ Offer Acceptance.

There are known racial disparities in the organ transplant allocation system in the United States. However, prior work has yet to establish if transplant center decisions on offer acceptance-the final step in the allocation process-contribute to these disparities. To estimate racial differences in the acceptance of organ offers by transplant center physicians on behalf of their patients. Retrospective cohort analysis using data from the Scientific Registry of Transplant Recipients (SRTR) on patients who received an offer for a heart, liver, or lung transplant between January 1, 2010 and December 31, 2020. Nationwide, waitlist-based. 32,268 heart transplant candidates, 102,823 liver candidates, and 25,780 lung candidates, all aged 18 or older. 1) Association between offer acceptance and two race-based variables: candidate race and donor-candidate race match; 2) association between offer rejection and time to patient mortality. Black race was associated with significantly lower odds of offer acceptance for livers (OR=0.93, CI: 0.88-0.98) and lungs (OR=0.80, CI: 0.73-0.87). Donor-candidate race match was associated with significantly higher odds of offer acceptance for hearts (OR=1.11, CI: 1.06-1.16), livers (OR=1.10, CI: 1.06-1.13), and lungs (OR=1.13, CI: 1.07-1.19). Rejecting an offer was associated with lower survival times for all three organs (heart hazard ratio=1.16, CI: 1.09-1.23; liver HR=1.74, CI: 1.66-1.82; lung HR=1.21, CI: 1.15-1.28). Our study analyzed the observational SRTR dataset, which has known limitations. Offer acceptance decisions are associated with inequity in the organ allocation system. Our findings demonstrate the additional barriers that Black patients face in accessing organ transplants and demonstrate the need for standardized practice, continuous distribution policies, and better organ procurement.

Racial and Ethnic Representation in Local Government

Does the presence of underrepresented racial/ethnic groups in a legislative body differentially impact outcomes for members of those groups? We study close elections between White and non-White candidates for California city council and the corresponding impact on housing values, a summary statistic for neighborhood investment. We find electing non-White rather than White candidates generates differential home value gains in majority non-White neighborhoods. This result, which is not explained by correlations between candidate race and political affiliation or neighborhood racial composition and income, suggests that increased representation can reduce racial disparities. Our results strengthen with increased city-level segregation and council member pivotality. (JEL D72, J15, R23)

Studying Representation and Equity-Seeking Candidates in Canadian Elections

Every election, as Canadians sit down at the polls to cast their votes, they ask: how truly representative are our elected officials? And how can we make politicians more representative of the public? As part of the USSRF, I provided important data to answer these questions. I studied how the barriers to elected office differ among equity-seeking groups, including women, BIPOC, and 2SLGBTQ+ people, and how parties can increase their representativeness. This research falls in three streams: data collection on federal candidates, data collection on provincial candidates, and a literature review of the role of voluntary targets to increase diversity and representation in political parties. The research on federal candidates has gathered important data on candidate race, 2SLGBTQ+ identities, and political experience from archived candidate biographies and news sources. The research on provincial candidates uses similar sources to extend analyses based on federal politics to provincial politics. The literature review draws on international examples to explore the impact of voluntary targets for representation within parties. These targets have historically not been a focus of study because the presumption is that voluntary targets will not be effective, but there is evidence that they have been increasingly effective in Canadian federal and provincial parties. By assessing the factors contributing to the representativeness (or under representativeness) of our elected officials, the research builds the groundwork for future work that compares party and voter biases across under-represented groups. The research engages with public debates in popular news media, social media, and non-profit/citizen groups surrounding the representation of women, BIPOC, and 2SLGBTQ+ people. The implications of this research are tangible for people, especially those belonging to marginalized groups, because the way we relate to the systems of power that govern us are crucial in understanding relationships of trust between citizens and the state.

Dark Parties: Unveiling Nonparty Communities in American Political Campaigns

Since 2010, independent expenditures have grown as a source of spending in American elections. A large and growing portion comes from “dark money” groups—political nonprofits whose terms of incorporation allow them to partially obscure their sources of income. I develop a new dataset of about 2,350,000 tax documents released by the IRS and use it to test a new theory of political spending. I posit that pathways for anonymous giving allowed interest groups to form new networks and create new pathways for money into candidate races apart from established political parties. Akin to networked party organizations discovered by other scholars, these dark money networks channel money from central hubs to peripheral electioneering groups. I further show that accounting for these dark money networks makes previously peripheral nodes more important to the larger network and diminishes the primacy of party affiliated organizations in funneling money into candidate races.

Fake Stock Information on YouTube During Presidential Election Candidate Races

Fake Stock Information on YouTube During Presidential Election Candidate Races

What's Local about Local Television News?

Because capturing and analyzing local television news broadcasts is difficult, most research on campaign ocverage by local television stations centers on a single candidate race and a limited number of news broadcasts. This article expands existing research by examining all prime time election coverage by Philadelphia's four network affiliates in the final 30 days of the 2004 campagin. These stations virtually abandoned coverage of local and statewied races in favor of the presidential contest. Most coverage focused on campaign stategy rather than issues, but there is little evidence of direct bias favoring either Democrats or Republicans. Although stations generally ignored nonpresidential elections, they gave a fair amount of coverage to the mechanics of voting, which may provide voters with valuable locally based election information.

Perceptions of candidate strength in job recruitment: Does candidate race moderate the attractiveness bias in White women?

AbstractThe attractiveness bias suggests that people who are more attractive will be positively favored across life outcomes. This study sought to test whether candidate attractiveness, sex, and race, affect perceptions of candidate strength in a job recruitment task. In total, 338 White women (Mage = 20.94 ± 5.65) were asked to make judgements of a potential candidate for an administrative job (resume with candidate photograph). The vignettes differed in terms of candidate ability (strong/weak), sex (male/female), race (Black/White), and attractiveness (attractive/less attractive). Participants rated perceived candidate strength and likelihood to invite for interview. Results showed no significant main effects for attractiveness. However, there was a significant interaction for target attractiveness and race, such that attractive/White candidates were more likely to be invited for interview than less attractive/White candidates. There was also a significant main effect for race such that Black candidates were rated as stronger and more likely to be interviewed. Sensitivity analyses (with nonheterosexual women removed from the sample) also showed a main effect for target sex such that female candidates were favored over male candidates. Overall, these findings provide evidence that attractiveness, sex, and race have important, albeit complex, effects on hiring decisions in the workplace.

Résumé screening heuristic outcomes: an examination of hiring manager evaluation bias

PurposeHiring managers commonly rely on system-justifying motives and attitudes during résumé screening. Given the prevalent use of modern résumé formats (e.g. LinkedIn) that include not only an applicant's credentials but also headshot photographs, visible sources of information such as an applicant's race are also revealed while a hiring manager simultaneously evaluates a candidate's suitability. As a result, such screening is likely to activate evaluation bias. The purpose of this paper is to examine the role of a hiring manager's perceptions of race-system justification, that is, support for the status quo in relations between Black and White job candidates in reinforcing or mitigating hiring bias related to in-group and out-group membership during résumé screening.Design/methodology/approachDrawing from system justification theory (SJT) in a pre-selection context, in an experimental study involving 174 human resource managers, the authors tested two boundary conditions of the expected relationship between hiring manager and job candidate race on candidate ratings: (1) a hiring manager's affirmative action (AA) attitudes and system-justifying attitudes and (2) a job candidate's manipulated suitability for a position. This approach enabled us to juxtapose the racial composition of hiring manager–job candidate dyads under conditions in which the job candidate's race and competency for a posted position were manipulated to examine the conditions under which White and Black hiring managers are likely to make biased evaluations. The authors largely replicated these findings in two follow-up studies with 261 students and 361 online raters.FindingsThe authors found that information on a candidate's objective suitability for a job resulted in opposite-race positive bias among Black evaluators and same-race positive bias among White evaluators in study 1 alone. Conversely, positive attitudes toward AA policies resulted in in-group favoritism and strengthened a positive same-race bias for Black evaluators (study 1 and 2). We replicated this finding with a third sample to directly test system-justifying attitudes (study 3). The way in which White raters rated White candidates reflected the same attitudes against systems (AA attitudes) that Black raters rating Black candidates exhibited in the authors’ first two studies. Positive system-justifying attitudes or positive attitudes toward AA did not, however, translate into the elevation of same-race candidate ratings of suitability above those of opposite-race candidates.Research limitations/implicationsAlthough the size of the sample is on par with the percentage of Blacks nationwide in private-sector managerial-level positions ideally, the authors would have preferred to oversample Black HR managers. Given the scarcity of focus on Black HR managers, future researchers, using diverse samples of evaluators should also consider not only managers' and candidates' race but also their social dominance orientation. Moreover, it is important that future researchers use more racially diverse samples from other industries to more fully identify the ways in which the dynamics of system-justifying processes can emerge to influence evaluation bias during résumé screening.Practical implicationsAdvances in technology pose new challenges to HR hiring practices. This study attempts to fill a void regarding the unintended effects of bias during digital résumé screening. These trends have important HR implications. Initial screening of a job applicant's credentials while concurrently viewing the individual's photograph is likely to activate subconscious evaluation bias, produces inaccurate applicant ratings. This study's findings should caution hiring managers about the potential for bias to arise when viewing job candidates' digital résumés and encourage them to carefully examine various boundary conditions on racial similarity bias effects on applicant pre-screening and subsequent hiring decisions.Social implicationsThe study’s results suggest that bias might be attenuated as organizational leaders engage in efforts to understand their system-justifying motives and examine perceptions of the workplace social hierarchy (i.e. responses to status hierarchies) linked to perceptions of the status quo. For example, understanding how system justifying motives influence evaluation bias will inform how best to design training and other interventions that link discussions of workforce diversity to the relationships among groups within the organization's social hierarchy. This line of research should be further explored to better understand the complex forces at work when hiring managers adopt system-justifying motives during hiring evaluations.Originality/valueThe authors address the limitations of prior research by examining interactions between boundary conditions in a real-world context using real human resources hiring managers and more contemporary personnel-screening practices to test changes in the direction and strength of the relationship between hiring manager–job candidate race and hiring manager evaluations. Thus, the authors’ findings have implications for hiring bias and understanding of system-justification processes, particularly regarding how, when and why hiring managers support the status quo (i.e. perpetuate inequity) even if they are disadvantaged as a result.

Exploring Potential Schedule-Related and Gender Biases in Ophthalmology Residency Interview Scores

AbstractPurpose Prior studies have revealed grading discrepancies in evaluation of personal statements and letters of recommendation based on candidate's race and gender. Fatigue and the end-of-day phenomenon can negatively impact task performance but have not been studied in the residency selection process. Our primary objective is to determine whether factors related to interview time and day as well as candidate's and interviewer's gender have a significant effect on residency interview scores.Methods Seven years of ophthalmology residency candidate evaluation scores from 2013 to 2019 were collected at a single academic institution, standardized by interviewer into relative percentiles (0–100 point grading scale), and grouped into the following categories for comparisons: different interview days (Day 1 vs. Day 2), morning versus afternoon (AM vs. PM), interview session (Day 1 AM/PM vs. Day 2 AM/PM), before and after breaks (morning break, lunch break, and afternoon break), residency candidate's gender, and interviewer's gender.Results Candidates in the morning sessions were found to have higher scores than afternoon sessions (52.75 vs. 49.28, p < 0.001). Interview scores in the early morning, late morning, and early afternoon were higher than late afternoon scores (54.47, 53.01, 52.15 vs. 46.74, p < 0.001). Across all interview years, there were no differences in scores received before and after morning breaks (51.71 vs. 52.83, p = 0.49), lunch breaks (53.01 vs. 52.15, p = 0.58), and afternoon breaks (50.35 vs. 48.30, p = 0.21). No differences were found in scores received by female versus male candidates (51.55 vs. 50.49, p = 0.21) or scores given by female versus male interviewers (51.31 vs. 50.84, p = 0.58).Conclusion Afternoon residency candidate interview scores, especially late afternoon, were significantly lower than morning scores, suggesting the need to further study the effects of interviewer's fatigue in the residency interview process. The interview day, presence of break times, candidate's gender, and interviewer's gender had no significant effects on interview score.

Is More Better? Effects of Newsroom and Audience Diversity on Trait Coverage of Minority Candidates

AbstractThis article examines how the racial composition of newsrooms and that of the news audiences influence campaign coverage of candidates. Using observational data compiled from multiple sources for analyses, our findings suggest that candidate trait coverage is influenced by what we term racial congruence at two levels. First, when the number of non-white journalists increases in newsroom, white candidates are more likely to receive positive trait coverage than non-white candidates, which is likely compounded by multiple constraints racial minority journalists face in the newsroom. This racial congruence phenomenon is also present in areas with large non-white adult populations. The larger this population, the higher is favorable news coverage for non-white candidates compared to white candidates. The race of candidates, journalists, and audiences does not have a combined effect on news coverage, indicating that the effects of more diverse newsroom members are not necessarily driven by market incentives.

My Kind of Guy: Social Dominance Orientation, Hierarchy-Relevance, and Tolerance of Racist Job Candidates.

Social psychology suggests that racism, as captured by explicit prejudice and racial discrimination, is perceived negatively in the United States. However, considering the hierarchy-enhancing nature of racism, it may be that negative perceptions of racism are attenuated among perceivers high in anti-egalitarian sentiment. The reported studies support this, suggesting that racist candidates were tolerated more and had relatively greater hireability ratings as a function of perceivers' social dominance orientation (SDO; Studies 1-4). Candidate race did not impact these evaluations-only the hierarchy relevance of their actions did (i.e., whether the candidate's behavior was hierarchy enhancing or had no clear implication for the hierarchy; Study 2). Furthermore, anti-racist candidates (e.g., those displaying hierarchy-attenuating behavior) were tolerated less and had lower hireability ratings as a function of perceivers' SDO (Study 3). Finally, the perceived intentionality of the candidate's actions affected tolerance toward them as a function of SDO. This suggests hierarchy relevance impacts evaluative outcomes.

The influence of candidate race and ethnicity: the case of Asian Americans

ABSTRACT Do voters use the race or ethnicity of a candidate in selecting whom to support? This paper examines the voting behavior of Asian Americans in elections in California. The analysis hinges on co-partisan elections stemming from California’s open primary system where two candidates from the same party compete, and thus a candidate’s party no longer serves as a reliable cue for voters at the ballot box. Using surname matched vote returns for seven state assembly and two congressional elections between 2012 and 2018, I find evidence of bloc voting in every race where an Asian American candidate is pitted against a non-Asian. When Asian candidates compete, however, evidence of polarization at the national origin level is found. The findings have theoretical implications for understanding the dynamics of co-ethnicity and descriptive representation for Asian Americans, as well as practical implications for the study of elections and minority voting rights.

Ethnic Cues, Latino Skin Tone, and Voter Preferences: An Experimental Test

ObjectiveResearch suggests that voters rely on cognitive heuristics to simplify the evaluative process. Such heuristics include candidate race and other visible characteristics. We set out to test whether Americans use Latino ethnicity as a heuristic to evaluate candidates, and whether the darkness of Latino candidates’ skin tone influences these judgments. Finally, we examine individual‐level partisan differences in the application of these heuristics.MethodsWe leverage a large sample posttest experimental design that manipulates candidate ethnicity and skin tone.ResultsSome respondents in our sample clearly use ethnicity as a heuristic but skin tone does not seem to matter. Democrats evaluated Latino candidates, regardless of skin tone, more positively than they did a white candidate. Republicans seemed immune to ethnic cues or skin tone.ConclusionThese results shed light on how Latino ethnicity shapes voter preferences, but these tests need to be extended to cross‐sectional data.

Gender, Race, and Intersectionality in Campaign Finance

Campaign finance research has given greater attention to race and gender, but, due to data limitations, only separately. Using new data on the ethnoracial and gender backgrounds of contributors, we provide the first estimates of the ethnorace-gender distribution of campaign contributions. We find that women of color are more underrepresented in campaign finance than predicted by existing analyses of race or gender alone. We also use within-district variation to compare how candidate race, gender, and their interaction affect the race and gender distributions of campaign contributions. We find that the effect of shared ethnorace is many times larger than that of shared gender or their interaction. Gender effects are heterogeneous by ethnorace and party; shared gender is most predictive for contributions from white and black Democratic women. The findings suggest a need for greater attention to intersectionality in research on political participation.

OPTN/SRTR 2018 Annual Data Report: Liver.

Data on adult liver transplants performed in the US in 2018 are notable for (1) continued growth in numbers of new waitlist registrants (11,844) and transplants performed (8250); (2) continued increase in the transplant rate (54.5 per 100 waitlist-years); (3) a precipitous decline in waitlist registrations and transplants for hepatitis-C-related indications; (4) increases in waitlist registrants and recipients with alcoholic liver disease and with clinical profiles consistent with non-alcoholic fatty liver disease; (5) increased use of hepatitis C virus antibody-positive donor livers; and (6) continued improvement in graft survival despite changing recipient characteristics such as older age and higher rates of obesity and diabetes. Variability in transplant rates remained by candidate race, hepatocellular carcinoma status, urgency status, and geography. The volume of pediatric liver transplants was relatively unchanged. The highest rate of pre-transplant mortality persisted for children aged younger than 1 year. Children underwent transplant at higher acuity than in the past, as evidenced by higher model for end-stage liver disease/pediatric end-stage liver disease scores and listings at status 1A and 1B at transplant. Despite higher illness severity scores at transplant, pediatric graft and patient survival posttransplant have improved over time.

The Compound Effects of Candidate Race and Racial Resentment in US House Elections

AbstractDespite the longstanding underrepresentation of blacks in Congress, political science research has not settled on the cause. While there is increasing evidence that racial attitudes affect vote choice in today's congressional elections, how this effect interacts with the race of the candidates is unknown. This study addresses this debate by analyzing novel survey, census, and candidate data from the Obama era of congressional elections (2010–2016) to test whether racially prejudiced attitudes held by whites decrease their likelihood of supporting black Democratic candidates and Democratic candidates as a whole. In line with theoretical predictions, this paper finds that Democratic House candidates are less likely to receive votes among white voters with strong racial resentment toward blacks, and black Democratic candidates fare even worse. These findings help to explain the persistence of black legislative underrepresentation and contribute to theories of partisan racial realignment.

The Party's Primary Preferences: Race, Gender, and Party Support of Congressional Primary Candidates

AbstractParty support has a strong influence on candidate success in the primary. What remains unexplored is whether party actions during the primary are biased along racial and gender lines. Using candidate demographic data at the congressional level and measures of party support for primary candidates, we test whether parties discriminate against women and minority candidates in congressional primaries and also whether parties are strategic in their support of minority candidates in certain primaries. Our findings show parties are not biased against minority candidates and also that white women candidates receive more support from the Democratic Party than do other types of candidates. Our findings also suggest that parties do not appear to strategically support minority candidates in districts with larger populations of minorities. Lastly, we also find no significant differences in the effects of party support on the likelihood of success in the primary by candidate race or gender.

My Kind of Guy: Social Dominance Orientation Predicts Tolerance of Job Candidate with Racist Past

Although societal backlash tends to be directed against those who exhibit racist behavior, some people still act in racist ways and, to some extent, avoid social stigma. We propose this is possible because some people view racist behavior as relatively permissible on account of their anti-egalitarian attitudes (e.g., social dominance orientation (SDO)). In evaluating job candidates, our studies demonstrate that candidates with a racist past were tolerated more and had relatively greater hireability ratings as a function of perceivers’ SDO (Studies 1-3). Candidate race did not matter in these evaluations – only the hierarchy relevance of their actions did (i.e., whether the candidate’s behavior was hierarchy enhancing, hierarchy attenuating, or had no clear implication for the hierarchy; Study 2). Furthermore, job candidates with an anti-racist past (e.g., those who work against racism) were tolerated less and had lower hireability ratings as a function of perceivers’ SDO (Study 3). Practical and theoretical implications are discussed.