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

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Date
2018-07-23Author
Saar, Laura
ORCID
0000-0002-0802-6657Type
ThesisDegree Level
MastersMetadata
Show full item recordAbstract
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 PolicyProgram
Public PolicySupervisor
Pohler, DionneCommittee
Fulton, Murray; Coates, Kenneth; Schmidt, Regan; Mou, HaizhenCopyright Date
May 2018Subject
Employment Equity
cognitive bias
resume screening
policy intervention