感知到的热情和能力预测了北美劳动力市场实验的回调率
Marcos Gallo1, Carina I Hausladen1,2, Ming Hsu3
1Division of Humanities and Social Science, California Institute of Technology, Pasadena, CA, United States of America.
PloS one
|July 10, 2024
概括
工作场所的歧视可以通过对社会信号的热情和能力感知来预测. 这一框架有助于识别偏见,并制定更公平的招聘实践策略,包括消除人工智能.
科学领域:
- 社会心理学 社会心理学
- 劳动经济学 劳动经济学
- 行为经济学是一种行为经济学.
背景情况:
- 通信研究揭示了通过发送匹配的简历在社会信号上存在差异的劳动力市场歧视.
- 刻板印象内容模型 (SCM) 将社会刻板印象分为热情和能力维度.
- 现有研究强调了简历上的社交信号如何引发立即的刻板印象激活.
研究的目的:
- 调查热情和能力感知是否预测雇主回调差异.
- 将信函研究的结果与社会心理学关于歧视的理论相结合.
- 探索社会认知对各种社会群体的招聘偏见的预测能力.
主要方法:
- 从21个已发表的通信研究中收集了回调率,涉及592个社会信号.
- 从一个独立的在线评分小组收集了对这些社交信号的热情和能力感知.
- 分析了社会认知评分和回调差异之间的相关性.
主要成果:
- 社会观念显著预测了种族和性别的回调差异,间接地通过名字进行信号.
- 对于性和残疾等其他类别来说,社会认知对回调的影响是不一致的.
- 对父母身份等信号的有利看法并不总是与回复电话的增加相关,这表明需要进一步研究.
结论:
- 热情和能力框架提供了一个预测工具,可以在没有广泛的通信研究的情况下识别招聘偏见.
- 这项研究提供了通过将偏见提炼成可衡量的维度来解决劳动力市场歧视的策略.
- 这些发现支持开发用于招聘经理的决策支持系统和在招聘中使用人工智能的基础框架.
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