This study addresses discrimination that individuals who wear religious attire encounter during the hiring process. We build from the relational demography literature and contemporary research on discrimination in the workplace to propose possible discriminatory effects against Hijabis (Muslim women who wear the headscarf). Specifically, we conduct a field experiment in which confederates portraying Hijabis or not applied for jobs at stores and restaurants. Evidence for formal discrimination (job call backs, permission to complete application), interpersonal discrimination (perceived negativity, perceived interest), and low expectations to receive job offers in the workplace was found for Hijabi confederates. Furthermore, Hijabis were less likely to receive call backs when there was low employee diversity compared to when there was high employee diversity. Implications of these findings with regards to Hijabis and organizations are discussed.
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