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Seguimiento de la discriminación en la contratación a través de plataformas de contratación en línea
Dominik Hangartner1,2,3, Daniel Kopp4,5, Michael Siegenthaler4,5
1Public Policy Group, ETH Zurich, Zurich, Switzerland. dominik.hangartner@gess.ethz.ch.
Nature
|January 21, 2021
Resumen
La discriminación contra las minorías étnicas y las mujeres persiste, y los reclutadores se ponen en contacto con ellas un 4-19% menos a menudo. Este estudio introduce un nuevo método para monitorear y comprender los sesgos de contratación.
Área de la Ciencia:
- Economía del trabajo
- Sociología del trabajo
- Ciencias sociales computacionales
Sus antecedentes:
- Los resultados desfavorables del mercado laboral para las mujeres y los grupos étnicos minoritarios están bien documentados.
- El alcance y los mecanismos precisos de la discriminación en la contratación siguen sin estar claros.
- Las pruebas de correspondencia tradicionales tienen limitaciones en el alcance y el análisis contemporáneo.
Objetivo del estudio:
- Desarrollar y aplicar una nueva metodología para cuantificar la discriminación en la contratación.
- Investigar la discriminación por motivos étnicos y de género en el reclutamiento en línea.
- Proporcionar una herramienta para el seguimiento continuo de los sesgos de contratación.
Principales métodos:
- Seguimiento combinado del comportamiento de búsqueda de reclutadores en sitios web de empleo.
- Se utilizó el aprendizaje automático supervisado para controlar las características observables de los solicitantes de empleo.
- Aplicó la metodología a la plataforma en línea del servicio público de empleo suizo.
Principales resultados:
- Las tasas de contacto con los reclutadores fueron un 4-19% más bajas para los individuos de grupos étnicos inmigrantes y minoritarios.
- Las mujeres se enfrentan a una penalización de contacto del 7% en profesiones dominadas por hombres, con un patrón inverso para los hombres en roles dominados por mujeres.
- No se encontró evidencia de que los reclutadores pasaran menos tiempo evaluando los perfiles de las personas de grupos étnicos minoritarios.
Conclusiones:
- La metodología desarrollada ofrece un enfoque escalable, no intrusivo y rentable para detectar la discriminación en la contratación.
- Los hallazgos ponen de relieve importantes disparidades étnicas y de género en las tasas de contacto con los reclutadores.
- La herramienta puede orientar las intervenciones políticas destinadas a reducir la discriminación en la contratación.
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