disrupting the hiring bias - hire immigrants · resume study field experiment with 13,000 mock...

Why Matthew but not Samir?

Disrupting the Hiring Bias

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Tuesday, 27 October 2015

If you have any questions, please email: [email protected]

Your Moderator

Ratna Omidvar

Executive Director of the Global Diversity Exchange (GDX) and Adjunct Professor at the School of Business Management at Ryerson University

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Your Hosts

3@Upwardly_Global | @hireimmigrants

You

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The Problem: Bias

5Image: The New Yorker

Your Speakers

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Phil OreopoulosProfessor, University of Toronto

Co-author of the study “Why do some employers prefer to interview Matthew

but not Samir?”

Heidi Walker

Evangelist, GapJumpers

The Evidence

Phil OreopoulosProfessor, University of Toronto

Co-author of the study “Why do some employers prefer to interview Matthew but not Samir?”

Toronto

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Resume Study

Field experiment with 13,000 mock resumes, emailed in response to newspaper and online job postings

Randomize name, experience, education, and other characteristics, send, and compare callback rate differences

Builds on previous U.S. audit studies. Focus on immigrants (in Canada). First resume audit study in Canada

Offers clear and convincing evidence on why recent immigrants fare poorly in the Canadian labour market

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Example: Different Name

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Finding 1:

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Canadian-born individuals with English-names are much more likely to receive a callback compared to foreign born individuals, but not from Britain

(1) (2) (3) (4) (5) (6)

English- India China Pakistan Britain India/China/

Canada Pakistan

Type 0 English Name 0.158

Cdn Educ/Exp

Type 4 Foreign Name 0.051 0.053 0.052 0.141 0.052

Foreign Educ (-0.107) (-0.105) (-0.106) (-0.017) (-0.106)

Foreign Exp [0.017]** [0.018]*** [0.015]** [0.021] [0.011]***

{3.10} {2.98} {3.04} {1.12} {3.04}

Table 4

Callback Rates by Resume Type and Ethnic Origin

Ethnic Origin

Callback Rates by Resume Type

(Difference Compared to Type 0)

[Standard Error of Difference, * indicates sign. Diff. compared to prev. type]

{Callback Ratio: Type 0 / Type}

Finding 2:

Employers value experience obtained in Canada

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India/China/

Pakistan

Type 2 Foreign Name 0.114 Callback Rates by Resume Type

Foreign Educ (-0.044) (Difference Compared to Type 0)

Cdn Exp [0.014] [Standard Error of Difference]

{1.39} {Callback Ratio: Type 0 / Type}

Type 3 Foreign Name 0.088

Foreign Educ (-0.070)

Mixed Exp [0.013]***

{1.80}



Foreign Exp [0.011]***

{3.04}

Table 4


Finding 3:

Conditional on 4-6 years experience, education plays little role in explaining gap

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India/China/

Pakistan

Type 1 Foreign Name 0.113 Callback Rates by Resume Type

Cdn Educ (-0.045) (Difference Compared to Type 0)

Cdn Exp [0.011]*** [Standard Error of Difference]

{1.40} {Callback Ratio: Type 0 / Type}



Cdn Exp [0.014]

{1.39}

Table 4


Finding 3 (cont’d):

Obtaining degree from highly ranked foreign school doesn’t help

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Resume Type University Callback Rate Resumes Sent

Types 2-4 Chinese Name Jinzhong University 0.057 230

Foreign Educ Lanzhou University 0.111 262

Peking University* 0.065 245

Tsinghua University* 0.104 212

Finding 3 (cont’d):

A Canadian Masters degree does not help either

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Type 1 Type 2 Type 3

Foreign Name Foreign Name Foreign Name

Cdn Educ Foreign Educ Foreign Educ

Cdn Exp Cdn Exp Mixed Exp

Extra Curricular Activities 0.001 -0.029 -0.001

Listed [0.016] [0.024] [0.020]

Fluent in French and other -0.008 0.054 -0.033

Languages [0.020] [0.031]* [0.022]

Canadian Masters -0.005 -0.051 0.021

Degree [0.020] [0.025]** [0.026]

Sample Size 1415 777 794

Finding 4:

Name discrimination substantial, even for resumes with no other foreign indicators

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English- India China Pakistan India/China/

Canada Pakistan

Type 0 English Name 0.158

Cdn Educ/Exp

Type 1 Foreign Name 0.121 0.108 0.11 0.113

Cdn Educ (-0.037) (-0.050) (-0.048) (-0.045)

Cdn Exp [0.019]* [0.018]*** [0.016]*** [0.011]***

{1.31} {1.46} {1.44} {1.40}

Ethnic Origin

What’s Going on Here?

Statistical Discrimination? (Concern about communication skills)

Taste-Based Discrimination? (Preference to work with individuals of same ethnicity or first-language)

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Is it Intentional?

Psychology evidence that recruiters are prone to making subconscious ‘split second’ decisions that are unintentional (time pressure, stress, and ambiguity in how to choose who to interview)

Bertrand, Chugh, and Mullainathan find negative correlation between IAT score and picking African American resumes, that gets larger when subjects said they ‘felt rushed’ going through resumes

Rooth also finds negative correlation, but no correlation when using more explicit measure of discrimination

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Masking Names?

If name discrimination is unintentional, employers should want to mask name

If unintentional, masking should lead to more hires of minorities at interview stage; if intentional, should observe fewer minority hires among interview pool

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A Tested Solution

Heidi WalkerEvangelist, GapJumpers

San Francisco

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Questions?

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