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Advisor(s)
Abstract(s)
Hiring managers may consider hundreds of applicants for one position, leading to rapid
decisions based on minimal information which may discriminate against certain individuals.
However, past research shows that individuals belonging to multiple minority groups may, in
fact, benefit from their intersectional status in certain contexts. First, to identify possible
types of prejudice, the Attitudes Toward Gay Men (ATG) and Attitudes Toward Brazilian
Men (ATB) explicit measures were created and paired with implicit association tests (IATs).
Whereas participants did not show signs of explicit negative attitudes toward outgroup
members, they did exhibit implicit preferences toward ingroup members. Using another
sample from the same sociocultural context, potential discrimination faced by straight or gay
Brazilian applicants in Portugal was examined in high or low competence scenarios, drawing
inspiration from the stereotype content model. Results indicated, compared to ingroup
applicants, straight and gay outgroup members were perceived alike in competence and were
offered statistically similar salaries when competence was triggered; in contrast, only straight
outgroup members were perceived as less competent and were offered statistically lower
salaries when competence was not triggered. Findings suggest that multiple minority status
may protect certain individuals from hiring discrimination, particularly in contexts where
competence is not assumed.
Description
Keywords
Pedagogical Context
Citation
Reese, J., Santos, A. S., Palma, T. A., & Roberto, M. S. (2023). Triggering competence may protect multiple minority members from hiring discrimination. Humanities and Social Sciences Communications, 10(1). https://doi.org/10.1057/s41599-023-02379-2
Publisher
Springer Nature