Journal of Business Ethics 76 (2):177-187 (2007)

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
Keywords employment equity  minority (candidate) qualifications  hiring decisions  social dominance theory  underrepresented men versus underrepresented women
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DOI 10.1007/s10551-006-9266-3
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Strong Affirmative Action Programs and Disproportionate Burdens.S. Kershnar - 1999 - Journal of Value Inquiry 33 (2):201-209.
Save the Males: Backlash in Organizations.Ronald J. Burke & Susan Black - 1997 - Journal of Business Ethics 16 (9):933-942.

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