The gap between immigration and employment: A policy-capturing analysis of ethnicity-driven selection biases

Abstract

Research over the past two decades has identified the impact of job irrelevant variables on selection decisions. Many of these variables reflect stereotypes associated with ethnicity, age or other factors. This study uses a short-listing simulation with 183 New Zealand managers to assess the impact of ethnicity, migration status on short-listing in a condition of labour scarcity. The policycapturing approach was complemented by in-depth interviews. The findings include significant schema-driven, selection penalties for minority and migrant applicants that are moderated by worker scarcity. This supports new models of social categorisation that include employer motivation in selection decision-making. At a practical level, it suggests that a 'screen in' approach to short-listing may reduce employment discrimination.