オンライン採用プラットフォームによる雇用差別の監視
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
まとめ
少数民族と女性に対する雇用差別は依然として存在し,雇用者は4~19%の頻度で女性と連絡を取っています. この研究は採用バイアスを監視し理解するための新しい方法を紹介しています
科学分野:
- 労働経済学
- 労働の社会学
- コンピュータ社会科学
背景:
- 女性や少数民族の労働市場での 不利な結果については 十分に記録されています
- 雇用差別の正確な範囲とメカニズムは不明である.
- 従来の対応テストには,範囲と同時分析の制限があります.
研究 の 目的:
- 雇用差別を定量化するための新しい方法論を開発し,適用する.
- オンラインの採用における民族性や性別に基づく差別を調査する.
- 雇用のバイアスを継続的に監視するためのツールを提供すること.
主な方法:
- 求人サイトでの採用者検索行動の 組み合わせた追跡
- 観察可能な求職者の特徴を制御するために 監督された機械学習を活用した.
- スイスの公共雇用サービスのオンラインプラットフォームに適用しました.
主要な成果:
- 移民や少数民族の個人では,採用担当者との接触率が4~19%低かった.
- 女性は男性優勢の職業で 7%の接触罰を受け 男性は女性優勢の職業で 7%の接触罰を受けています
- 少数民族のプロフィールを評価するのに 雇用者がより少ない時間を費やした証拠は見つかりませんでした
結論:
- 開発された方法論は,採用の差別を検出するための拡張性があり,侵入的ではなく,費用対効果の高いアプローチを提供します.
- 採用担当者との接触の割合は 人種とジェンダーによる差異が大きいことが明らかになった.
- このツールは,雇用上の差別を減らすための政策介入に情報を提供することができます.
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