Labor Market Discrimination -- Exploring Intersectional Inequalities in Hiring Clarence E. Dammon Dean Academic Year 2022 Accepted Sociology; Social Psychology; Experimental Methods There may be no more impactful decision that others make for us than whether or not we get hired for a job. Our careers consume much of the time of our lives. The jobs we get -- or don't get -- in part determine the outcomes of our lives and have implications for inequality. The hiring process is not entirely dependent on merit -- with many social factors influencing who is hired for a given job. In this project, we will examine how various factors influence who is seen as a good candidate for hire and who is discriminated against in the hiring process. Using survey experimental designs, we will see how hiring managers evaluate job applicants who vary in terms of their: gender, sexuality, and criminal background. Of key interest is the intersections of these factors -- determining how they either cumulate or intersect in specific ways to determine who is seen as the most and least hireable. Trenton D Mize Student scholars will first help with a literature review of research on hiring. Then, the student will help gather example hiring experiments. We will then program a novel hiring experiment -- based on past examples -- in Qualtrics to study the specific factors for this project. We will then field the study on Prolific -- an online sampling platform that includes hiring managers. Finally, we will jointly analyze the data -- using a mix of quantitative analyses using Stata and qualitative analyses reading and coding open-ended evaluations of the job candidates. Ideally the student will have a background in sociology and social psychology. Familiarity with social science methods and experimental methods in particular is preferred. https://www.trentonmize.com/ 3 6 (estimated)

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