Please use this identifier to cite or link to this item:
http://hdl.handle.net/1893/22545
Appears in Collections: | Management, Work and Organisation Working Papers |
Peer Review Status: | Unrefereed |
Title: | Employer Recruitment Preferences and Discrimination: A Stated Preference Experiment |
Author(s): | McQuaid, Ronald Bergmann, Ariel |
Contact Email: | ronald.mcquaid@STIR.AC.UK |
Citation: | McQuaid R & Bergmann A (2008) Employer Recruitment Preferences and Discrimination: A Stated Preference Experiment. https://mpra.ub.uni-muenchen.de/30801/1/MPRA_paper_30801.pdf |
Keywords: | Employer Preferences Recruitment Stated Preference Methods Labour Markets |
JEL Code(s): | J16: Economics of Gender; Non-labor Discrimination J70: Labor Discrimination: General J71: Labor Discrimination D30: Distribution: General A14: Sociology of Economics |
Issue Date: | 31-May-2011 |
Date Deposited: | 25-Nov-2015 |
Publisher: | Employment Research Institute, Edinburgh Napier University |
Abstract: | This paper presents a novel approach of applying stated preference methods in the field of labour economics. Differences in behaviour and labour market disadvantage are connected to the presence, and ages of children, the so-called ‘family gap’. There are major difficulties in collecting accurate information about the recruiting practices of employers and identifying their preferences towards different characteristics of new recruits. Employer answers to direct questions may not illicit reliable answers due to them having unconscious biases, confounding various potential employee characteristics, social or legal pressures on not appearing to be biased against certain types of potential employees or them practicing discrimination. This paper applies stated preference methods to identifying employer preferences to three sets of characteristics of potential recruits: age, gender and presence and age of their youngest child. This method is tested using face-to-face interviews with 52 firms. The results indicate that there are strong employer preferences against those: having childcare responsibilities for children aged under 5; and being over 50 years old. Employer preferences favour: those between the ages of 25 and 39; those with no childcare responsibilities; and women. This suggests that the influences of age, gender and children are crucial factor when discussing gender and labour demand. |
Type: | Working Paper |
URI: | http://hdl.handle.net/1893/22545 |
URL: | https://mpra.ub.uni-muenchen.de/30801/1/MPRA_paper_30801.pdf |
Rights: | Author retains copyright. Proper attribution of authorship and correct citation details should be given. |
Affiliation: | Management, Work and Organisation Edinburgh Napier University |
Files in This Item:
File | Description | Size | Format | |
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Employer Recruitment Preferences and Discrimination ERI Working paper 080708.pdf | Fulltext - Accepted Version | 262.58 kB | Adobe PDF | View/Open |
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