Warm and competent Hassan = cold and incompetent Eric: A harsh equation of real-life hiring discrimination
Agerström, Jens ; Björklund, Fredrik LU
; Carlsson, Rickard
LU
and Rooth, Dan-Olof
(2012)
In Basic and Applied Social Psychology
34(4).
p.359-366
- Abstract
- In a field experiment, we sent out 5,636 job applications varying how Swedish (in-group) and Arab (out-group) applicants presented themselves in terms of two fundamental dimensions of social judgment: warmth and competence. Results indicate substantial discrimination where Arab applicants receive fewer invitations to job interviews. Conveying a warmer or more competent personality increases invitations. However, appearing both warm and competent seems to be especially important for Arab applicants. Arab applicants need to appear warmer and more competent than Swedish applicants to be invited equally often. The practical importance of signaling warmth and competence in labor market contexts is discussed.
Please use this url to cite or link to this publication:
https://lup.lub.lu.se/record/2338341
- author
- Agerström, Jens
; Björklund, Fredrik
LU
; Carlsson, Rickard
LU
and Rooth, Dan-Olof
- organization
- publishing date
- 2012
- type
- Contribution to journal
- publication status
- published
- subject
- keywords
- Ethnicity, warmth, competence, hiring discrimination
- in
- Basic and Applied Social Psychology
- volume
- 34
- issue
- 4
- pages
- 359 - 366
- publisher
- Taylor & Francis
- external identifiers
-
- wos:000306829400007
- scopus:84864579512
- ISSN
- 1532-4834
- DOI
- 10.1080/01973533.2012.693438
- language
- English
- LU publication?
- yes
- id
- 91730ac1-df0c-4e74-a42f-53dada1ff790 (old id 2338341)
- date added to LUP
- 2016-04-01 10:47:50
- date last changed
- 2022-04-12 17:39:47
@article{91730ac1-df0c-4e74-a42f-53dada1ff790,
abstract = {{In a field experiment, we sent out 5,636 job applications varying how Swedish (in-group) and Arab (out-group) applicants presented themselves in terms of two fundamental dimensions of social judgment: warmth and competence. Results indicate substantial discrimination where Arab applicants receive fewer invitations to job interviews. Conveying a warmer or more competent personality increases invitations. However, appearing both warm and competent seems to be especially important for Arab applicants. Arab applicants need to appear warmer and more competent than Swedish applicants to be invited equally often. The practical importance of signaling warmth and competence in labor market contexts is discussed.}},
author = {{Agerström, Jens and Björklund, Fredrik and Carlsson, Rickard and Rooth, Dan-Olof}},
issn = {{1532-4834}},
keywords = {{Ethnicity; warmth; competence; hiring discrimination}},
language = {{eng}},
number = {{4}},
pages = {{359--366}},
publisher = {{Taylor & Francis}},
series = {{Basic and Applied Social Psychology}},
title = {{Warm and competent Hassan = cold and incompetent Eric: A harsh equation of real-life hiring discrimination}},
url = {{http://dx.doi.org/10.1080/01973533.2012.693438}},
doi = {{10.1080/01973533.2012.693438}},
volume = {{34}},
year = {{2012}},
}