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Age-based hiring discrimination as a function of equity norms and self-perceived objectivity
Nicole M Lindner1, Alexander Graser2, Brian A Nosek3
1DataSong, Irvine, California, United States of America.
Plos One
|January 28, 2014
Summary
Priming individuals to feel objective or biased increased age discrimination. Equity norms did not reduce this discrimination, especially when individuals perceived themselves as objective.
Area of Science:
- Psychology
- Organizational Behavior
Background:
- Age discrimination in hiring is a persistent issue.
- Self-perception of objectivity can influence discriminatory behavior.
Purpose of the Study:
- To examine how self-perception (objective vs. biased) affects age discrimination.
- To investigate the effectiveness of equity norms in mitigating age bias in hiring.
Main Methods:
- Participants were primed to feel objective or biased.
- Participants evaluated job applicants (young vs. old) under conditions with or without equity norms.
- Hiring decisions and perceived importance of applicant factors were recorded.
Main Results:
- Both objective and bias priming increased age discrimination compared to a control.
- Equity norms did not reduce age discrimination, particularly when participants felt objective.
- Equity norms shifted perceived importance towards expertise and away from age.
Conclusions:
- Interventions solely relying on intentions to be equitable may be ineffective in reducing age discrimination.
- Self-perception of objectivity can exacerbate age bias in hiring decisions.
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