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The Role of Automatic Obesity Stereotypes in Real Hiring Discrimination

机译：自动肥胖定型观念在实际招聘中的作用

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摘要

This study examined whether automatic stereotypes captured by the implicit association test (IAT) can predict real hiring discrimination against the obese. In an unobtrusive field experiment, job applications were sent to a large number of real job vacancies. The applications were matched on credentials but differed with respect to the applicant's weight. Discriminatory behavior was quantified by the extent to which the hiring managers invited normal-weight versus obese applicants to a job interview. Several months after the behavioral data were obtained, the hiring managers completed an obesity IAT and explicit hiring preference measures. Only the IAT scores reliably predicted interview decisions. More specifically, hiring managers holding more negative automatic stereotypes about the obese were less likely to invite an obese applicant for an interview. The present research is the first to show that automatic bias predicts labor market discrimination against obese individuals. Practical implications are discussed.
机译：这项研究检查了由内隐联想测验（IAT）捕获的自动刻板印象是否可以预测对肥胖者的实际招聘歧视。在一个不引人注目的实地实验中，将职位申请发送到大量实际职位空缺。申请在凭据上匹配，但在申请者的体重方面有所不同。歧视行为通过招聘经理邀请体重正常或肥胖的求职者接受面试的程度进行量化。在获得行为数据后的几个月，招聘经理完成了肥胖IAT和明确的招聘偏好措施。只有IAT分数可以可靠地预测采访决策。更具体地说，对肥胖者持有更多负面自动定型观念的招聘经理不太可能邀请肥胖者参加面试。本研究是第一个表明自动偏见预测劳动力市场对肥胖个体的歧视的研究。讨论了实际含义。

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