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1 février 2020
- handle: 10670/1.z6lmjd
- hal: hal-03455920
- SCIENCESPO: 2441/26s2fhqla9901btt78qnrel14d
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info:eu-repo/semantics/altIdentifier/hdl/2441/26s2fhqla9901btt78qnrel14d
info:eu-repo/semantics/OpenAccess
Mots-clés
Hiring discrimination Large companies North African origin Organization of human resources A - General Economics and Teaching/A.A1 - General Economics/A.A1.A13 - Relation of Economics to Social Values C - Mathematical and Quantitative Methods/C.C9 - Design of Experiments/C.C9.C93 - Field Experiments J - Labor and Demographic Economics/J.J2 - Demand and Supply of Labor/J.J2.J21 - Labor Force and Employment, Size, and Structure J - Labor and Demographic Economics/J.J7 - Labor Discrimination/J.J7.J71 - Discrimination J - Labor and Demographic Economics/J.J7 - Labor Discrimination/J.J7.J78 - Public Policy O - Economic Development, Innovation, Technological Change, and Growth/O.O1 - Economic Development/O.O1.O15 - Human Resources • Human Development • Income Distribution • MigrationSujets proches
Labor and laboring classes BiasCiter ce document
Clémence Berson et al., « Outsourcing recruitment as a solution to prevent discrimination : A correspondence study », Archive ouverte de Sciences Po (SPIRE), ID : 10670/1.z6lmjd
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Résumé
In this work, we assess how organization of recruitment in large companies affects ethnic discrimination. We consider large multi-establishment companies and distinguish two types of organization of recruitment: hiring made through a human resources (HR) department at a centralized level of the company and hiring made only at the level of the establishment concerned by the position, generally by managers in charge of recruitment. Our results indicate that access to a centralized HR department in the selection of applications has an important effect on the level of discrimination: this type of organization of recruitment results in a significant decrease in the probability that the applicant of presumed "French" origin is selected alone.