Identical applicant but different outcomes: The impact of gender versus race salience in hiring

Abstract

People belong to multiple social groups, which may have conflicting stereotypic associations. A manager evaluating an Asian woman for a computer programming job could be influenced by negative gender stereotypes or by positive racial stereotypes. We hypothesized that evaluations of job candidates can depend upon what social group is more salient, even when both are apparent. In three studies, using student (Study 1) and nonstudent (Studies 2 and 3) samples, we compared ratings of an Asian American female applicant after subtly making her race or gender salient in stereotypically male employment contexts. Consistent with our predictions, we found evidence that men rated her as more skilled (Studies 1 and 3), more hirable (Studies 1–3), and offered her more pay (Study 2) in science and technology-related positions when her race, rather than gender, was salient. The theoretical implications for person perception and practical implications in employment contexts are discussed.