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      The Effects of Cognitive Bias and Employment Equity Policy Interventions in the Hiring Process

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      SAAR-THESIS-2018.pdf (5.279Mb)
      Date
      2018-07-23
      Author
      Saar, Laura
      ORCID
      0000-0002-0802-6657
      Type
      Thesis
      Degree Level
      Masters
      Metadata
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      Abstract
      There has been considerable debate in Canada over whether or not the Employment Equity Act has been successful in achieving its objective – to achieve a more equitable labour market by removing systemic discrimination against Aboriginal people, people with disabilities, women, and visible minorities. Over 30 years since its inception, employment outcomes have improved for some groups but not all – most notably First Nations people. This research draws upon cognitive bias theories and an online decision experiment to examine Canadian recruiters’ decision-making in the early stages of an applicant screening process. The study investigates the potential for subconscious biases in recruiter decision-making, and whether or not different employment equity priming interventions influence recruiter decisions. Results suggest evidence of preferential hiring for minority applicants when participants were primed to focus on employment equity and/or diversity. Implications for Canadian policy makers, researchers, and organizations are discussed.
      Degree
      Master of Public Policy (M.P.P.)
      Department
      Johnson-Shoyama Graduate School of Public Policy
      Program
      Public Policy
      Supervisor
      Pohler, Dionne
      Committee
      Fulton, Murray; Coates, Kenneth; Schmidt, Regan; Mou, Haizhen
      Copyright Date
      May 2018
      URI
      http://hdl.handle.net/10388/9065
      Subject
      Employment Equity
      cognitive bias
      resume screening
      policy intervention
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