| Abstract: | Race/ethnic discrimination in hiring can be measured under controlled conditions using matched pairs of minority and nonminority
research assistants posing as applicants for the same job. In 149 inperson job applications in the Washington, D.C., labor
market, African American applicants were treated less favorab ly than equally qualified nonminorities more than one-fifth
of the time. Employer behavior during these interactions suggest that, within continued public and private efforts against
discrimination, particular attention should be accorded to the cognitive underpinnings of bias. |
