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What Happens Before? A Field Experiment Exploring How Pay and Representation Differentially Shape Bias on the Pathway Into Organizations

Milkman, Katherine L ; Akinola, Modupe ; Chugh, Dolly Chen, Gilad

Journal of applied psychology, 2015-11, Vol.100 (6), p.1678-1712 [Periódico revisado por pares]

United States: American Psychological Association

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  • Título:
    What Happens Before? A Field Experiment Exploring How Pay and Representation Differentially Shape Bias on the Pathway Into Organizations
  • Autor: Milkman, Katherine L ; Akinola, Modupe ; Chugh, Dolly
  • Chen, Gilad
  • Assuntos: Adult ; Applicants ; Bias ; Cognitive Bias ; College Teachers ; Colleges ; Decision analysis ; Discrimination ; Employment discrimination ; Faculty - psychology ; Female ; Human ; Human Sex Differences ; Humans ; Male ; Organizations ; Racial and Ethnic Attitudes ; Racial discrimination ; Racism - psychology ; Salaries ; Sexism - psychology ; Students ; Studies ; United States ; Universities ; Wage differential
  • É parte de: Journal of applied psychology, 2015-11, Vol.100 (6), p.1678-1712
  • Notas: ObjectType-Article-1
    SourceType-Scholarly Journals-1
    ObjectType-Feature-2
    content type line 23
  • Descrição: Little is known about how discrimination manifests before individuals formally apply to organizations or how it varies within and between organizations. We address this knowledge gap through an audit study in academia of over 6,500 professors at top U.S. universities drawn from 89 disciplines and 259 institutions. In our experiment, professors were contacted by fictional prospective students seeking to discuss research opportunities prior to applying to a doctoral program. Names of students were randomly assigned to signal gender and race (White, Black, Hispanic, Indian, Chinese), but messages were otherwise identical. We hypothesized that discrimination would appear at the informal "pathway" preceding entry to academia and would vary by discipline and university as a function of faculty representation and pay. We found that when considering requests from prospective students seeking mentoring in the future, faculty were significantly more responsive to White males than to all other categories of students, collectively, particularly in higher-paying disciplines and private institutions. Counterintuitively, the representation of women and minorities and discrimination were uncorrelated, a finding that suggests greater representation cannot be assumed to reduce discrimination. This research highlights the importance of studying decisions made before formal entry points into organizations and reveals that discrimination is not evenly distributed within and between organizations.
  • Editor: United States: American Psychological Association
  • Idioma: Inglês
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  • Realização: ABCD-USP USP   Logos de Redes Sociais: Freepik

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