Advertisement

Personal Characteristics and Hiring Practices: Informational Aspects of Discrimination

  • Brian Chiplin
  • Peter J. Sloane

Abstract

In the light of the imperfections of some of the models discussed in the last chapter, and particularly dissatisfaction with taste-based theories, several writers have turned to the role of information in sustaining discrimination. Thus, Arrow1 suggests that employer discrimination can be thought of as reflecting perceptions of reality rather than tastes. If employers believe that women have lower productivity than men they will only hire them at a lower wage. Similarly Phelps2 has argued that an employer who seeks to maximise expected profits will be less willing to hire women if he believes them to be less qualified and more unreliable and to have a higher turnover than men on average, and if there are high costs of obtaining information about the characteristics of individuals. Thus an analysis of employer hiring practice is vital to an understanding of sex discrimination.

Keywords

Labour Market Occupational Segregation Internal Labour Market Hiring Process Tight Labour Market 
These keywords were added by machine and not by the authors. This process is experimental and the keywords may be updated as the learning algorithm improves.

Notes

  1. 2.
    Edmund S. Phelps, ‘The Statistical Theory of Racism and Sexism’, American ’conomic Review (June, 1972 ).Google Scholar
  2. 6.
    R. A. Denerley and P. R. Plumbley, Recruitment and Selection in a Full Employment Economy (Institute of Personnel Management, 1968 ).Google Scholar
  3. 8.
    J. E. King, Women and Work: Sex Differences and Society, Department of Employment Manpower Paper No. 10 (HMSO, 1974 ).Google Scholar
  4. 10.
    See, for instance, Joseph E. Stiglitz, “The Theory of ‘Screening’, Education, and the Distribution of Income”, American Economic Review (June 1975).Google Scholar
  5. 11.
    Arrow, for instance, in The Theory of Discrimination’, op. cit. uses Festinger’s theory of cognitive dissonance to explain these beliefs. Cf. Leon Festinger, A Theory of Cognitive Dissonance ( Row, Peterson, 1957 ).Google Scholar
  6. 17.
    L. S. Fidell, ‘Empirical Verification of Sex Discrimination in Hiring Practices in Psychology’, American Psychologist (1970).Google Scholar
  7. 20.
    R. M. Guion, ‘Employment Tests and Discriminatory Hiring’, Industrial Relations (Feb 1966).Google Scholar
  8. 26.
    See, for instance, Dennis J. Aigner and Glen G. Cain, ‘A Statistical Theory of Discrimination in Labor Markets’, Institute for Research on Poverty Discussion Paper (University of Wisconsin, 1974 ).Google Scholar
  9. 28.
    M. D. Hakel and A. D. Schuh, ‘Job Applicant Attributes’, Personnel Psychology (spring 1971 ).Google Scholar
  10. 31.
    R. J. Gaston, ‘Labour Market Conditions and Employer Hiring Standards’ Industrial Relations (May 1972).Google Scholar
  11. 34.
    Gary S. Becker, ‘Crime and Punishment: an Economic Approach’, Journal of Political Economy ( Mar/Apr 1968 ). See also Isaac Ehrlich, ’Participation in Illegitimate Activities: A Theoretical and Empirical Investigation’, Journal of Political Economy (May/June 1973 ); David L. Sjoquist, ’Property Crime and Economic Behavior: Some Empirical Results’, American Economic Review (June 1973).Google Scholar
  12. 35.
    For the development of this argument see Brian Chiplin ‘Sexual Discrimination: Are there any Lessons from Criminal Behaviour?’, Applied Economics, 8 (1976).Google Scholar
  13. 36.
    Dennis Lees and Brian Chiplin, ‘Does Crime ray?’, Lloyds Bank Review (Apr 1975).Google Scholar
  14. 37.
    E. W. Noland and E. W. Bakke, Workers Wanted (Harper, 1949 ).Google Scholar
  15. 38.
    R. A. Lester, Hiring Practices and Labour Competition (Princeton, N.J.: Princeton University Press, 1954 ).Google Scholar

Copyright information

© Brian Chiplin and Peter J. Sloane 1976

Authors and Affiliations

  • Brian Chiplin
  • Peter J. Sloane

There are no affiliations available

Personalised recommendations