Gender Bias in Job Fair
Summary, Conclusions, and Recommendations
Terminology and Definitions
Permission to Conduct Study
Transmittal Letter/Survey Instructions
Survey/Interview Questions
Gender Bias in the Recruitment Process at Job Fairs
Administrative Research Problem
Gender bias is problematic for organizations that wish to increase innovation and avoid legal problems due to their hiring practices. Federal law requires that organizations should not exclude persons in their hiring practices based on their gender, race, or ethnicity. Hiring must be based solely on the person's ability and suitability for the job. Avoiding bias helps organizations to increase innovation due to the different perspectives that each person will add to the organization. Bias in hiring practices can be intentional or unintentional. Regardless of the motive, it is necessary to avoid bias in hiring practices. This research intends to explore the question surrounding job fairs. The study will explore the question of whether bias exists during the recruitment process at job fairs.
Research demonstrates that gender bias is still a pervasive problem in the hiring process. In a study that manipulated two variables, job sex-type and candidate sex; it was found that gender played a significant role behind the hiring choices of organizations (Luzadis, Wesolowski, & Snavely, 2008). It appears that certain jobs are considered appropriate for males and others are considered appropriate for females. Job stereotyping may be directly linked to gender bias in the hiring process.
Another study examined the effects of employee race on hiring procedures using factors suitability such as cognitive ability, psychomotor ability, previous work experience, objective measures of performance, and other factors necessary to select sewing machine operators in the U.S.A. The dependent variable in the...
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