Are Men Always Picked Over Women? The Effects of Employment Equity Directives on Selection Decisions |
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Authors: | Eddy S Ng and Willi H Wiesner |
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Institution: | (1) Business Administration Program, Trent University, 1600 West Bank Dr, Peterborough, Ontario, K9J 7B8, Canada;(2) DeGroote School of Business, McMaster University, 1280 Main St. West, Hamilton, ON, Canada, L8S 4M4 |
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Abstract: | This study replicates and extends previous work by Oppenheimer and Wiesner 1990, Sex discrimination: Who is hired and do
employment equity statements make a difference? Proceedings of the 11th Annual Conference of the Administrative Sciences Association
of Canada, Personnel and Human Resources Division], and examined the effects of minority qualifications on hiring decisions,
the effects of employment equity directives when minority candidates are less qualified and the effects of different types
and strengths of employment equity directives on hiring decisions. The results indicate that when employment equity is in
place, people are increasingly more likely to hire underrepresented group members, to the extent that they are more qualified.
Men appear to be treated in a positively biased manner, and are more likely to be hired when they are less qualified. Women
are less likely to be hired when they are under-qualified, and in the absence of employment equity directives or when there
is a suggestion that women are underrepresented. Moreover, when␣employment equity directives are strengthened, there appears
to be a subtle backlash for women but not for men.
Eddy S. Ng is an assistant professor at Trent University. He was on faculty at California State Polytechnic University, Pomona
in 2006–2007. Willi H. Wiesner is an associate professor at the DeGroote School of Business, McMaster University. |
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Keywords: | employment equity minority (candidate) qualifications hiring decisions social dominance theory underrepresented men versus underrepresented women |
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