Figure - uploaded by Marc Bendick
Content may be subject to copyright.
Source publication
White and racial minorities with equal qualifications applied simultaneously for 43 waiter/waitress jobs in New York City fine dining restaurants. Applicants of all demographic backgrounds were treated with equal courtesy, but minorities were only 54% as likely as whites to receive a job offer. This discrimination, either conscious or unconscious,...
Citations
... Few studies mention alliances for labor rights among and beyond migrant communities in the urban context (Doussard, 2016;Guevarra Jr., 2012;Iskander & Lowe, 2010;D. Katz, 2012) whereas 17 of 141 studies on interpersonal contact draw attention to different aspects of workplace segregation or diversity, in different sectors (Bakens & Nijkamp, 2013;Bendick Jr. et al., 2010;Body-Gendrot, 2002;Bolt et al., 2010;Foner et al., 2017;Jaskulowski, 2018;Malkin, 2004;Vazquez, 2001), in relation to migrants' networks and business locations (Joassart-Marcelli, 2014;Li et al., 1998;S. Park & Kim, 1998) and firms' policy on diversity (Cadier & Mar-Molinero, 2012;Chivakidakarn, 2013;Lee, 2015;Nathan & Lee, 2013;Tandé, 2017;Vašát & Bernard, 2015). ...
... Few studies mention alliances for labor rights among and beyond migrant communities in the urban context (Doussard, 2016;Guevarra Jr., 2012;Iskander & Lowe, 2010;D. Katz, 2012) whereas 17 of 141 studies on interpersonal contact draw attention to different aspects of workplace segregation or diversity, in different sectors (Bakens & Nijkamp, 2013;Bendick Jr. et al., 2010;Body-Gendrot, 2002;Bolt et al., 2010;Foner et al., 2017;Jaskulowski, 2018;Malkin, 2004;Vazquez, 2001), in relation to migrants' networks and business locations (Joassart-Marcelli, 2014;Li et al., 1998;S. Park & Kim, 1998) and firms' policy on diversity (Cadier & Mar-Molinero, 2012;Chivakidakarn, 2013;Lee, 2015;Nathan & Lee, 2013;Tandé, 2017;Vašát & Bernard, 2015). ...
What variation can be identified in urban diversities? In this chapter we provide an empirical mapping of diversity characteristics in cities as outlined in Chap. 2 : diversity of origins and residential segregation between people with and without a (first generation) migration background. Can we identify cities that have distinct combinations of the two main dimensions? Inductive analysis in this chapter will provide a second step towards developing a typology of cities of migration. At the end of this chapter, we will identify clusters of cities and select typical cities to be examined more in-depth in subsequent chapters.
... Our findings uncovered that more than half of the restaurant labor (employees and managers) strongly believe that the industry lacks or partly has EEO. A US-based study (Bendick et al., 2010) also shows a lack of EEO in employment in some New York restaurants. Accordingly, racial discrimination exists in these restaurants; the more upscale the restaurant, the fewer employees of color are employed. ...
Purpose
This study was designed to contribute to the extant literature by discovering the perceptions of restaurant employees and managers toward equal opportunities in restaurant labor and working in a diversity-rich restaurant work environment.
Design/methodology/approach
A qualitative research approach was utilized. Through in-depth interviews, data were collected purposefully from restaurant workers in different positions (e.g. managers, servers, chefs and cooks) in the USA.
Findings
As a result of content analysis, different perspectives emerged on equal employment opportunity and diversity in restaurant labor. While some employees and managers believe that restaurant labor has equal employment opportunities, others think there is a lack of equal employment opportunity and partial equal employment opportunity in the industry. Most participants perceive working in a diversity-rich restaurant work environment as beneficial (an opportunity to learn about different cultures and an opportunity to learn different experiences and approaches).
Originality/value
To the best of our knowledge, this is the first paper to explore employees' and managers' perceptions of equal employment opportunity and diversity in the hospitality labor context, specifically restaurant labor. Therefore, the research findings will create value for scholars to understand the view on equal employment opportunity and diversity in restaurant labor. Further, it will assist practitioners in designing their labor structure regarding equal employment opportunity and diversity management for the future.
... Ingroup bias may account for some race-based acts of discrimination. Studies show that White people are more likely to hire other White people over Black or Latinx people because of ingroup favoritism rather than because of outgroup hostility (Bendick, 2007;Bendick et al., 2010). ...
We review social psychological theories (e.g., attribution theory, in-group bias, structural attributions, and cultural betrayal trauma theory) to describe how people may make sense of discrimination experiences. We also provide a brief review of existing research related to racist discrimination attributions, emotional responses to racist discrimination, and psychosocial and stress-related responses to racist discrimination. We then highlight the gaps in research related to horizontal racist discrimination experiences and attributions. Finally, we introduce a qualitative study, informed by these theories, that explored how people of color interpret and react to horizontal vs. vertical racial/ethnic discrimination.KeywordsAttribution errorsDispositional attributionSituational attributionBlack sheep effectCultural betrayal trauma theory
... Compared with other firms, firms in the restaurant industry gain more benefit from EC-CSR activities because the industry relies heavily on its employees. The restaurant industry depends on entry-level workers who are considered contingent (Lo and Jacobson, 2011) with low compensation and benefits (Curtis et al., 2009;Bendick et al., 2010). These restaurant employees are often under distress due to their "working poor" condition, which would lead to job dissatisfaction and turnover (Meuris and Leana, 2015). ...
Although the importance of superior stakeholder relationships in the Corporate Social Responsibility (CSR) initiatives is well-established in the literature, research on the antecedents of such investments on salient stakeholders, like employees, and in particular industry contexts is lacking. In this paper, we explore an important antecedent of employee-centered CSR initiatives in the restaurant industry, that is, slack resources. We consider the restaurant industry an ideal context for this study due to the prevalence of limited slack resources, and the salience of employees for customer service, satisfaction, and eventual firm performance. Using a panel dataset of 430 observations of publicly traded firms in the USA, we find that slack resources contribute to socially responsible policies towards employees, yet slack resources do not alleviate any employee-related concerns in the restaurant sector. The findings on the differential effect of slack resources on employee-centered CSR initiatives and concerns provide practical implications and directions for future research.
... Ingroup bias may account for some race-based acts of discrimination. Studies show that White people are more likely to hire other White people over Black or Latinx people because of ingroup favoritism rather than because of outgroup hostility (Bendick, 2007;Bendick et al., 2010). ...
... This disparity may not reflect unfair rejection of qualified Black applicants but, rather, lenient acceptance of underqualified White applicants (30). Field audits in employment also support this perspective: hiring disparities (i.e., hiring White people over equally qualified Black people and Hispanic people) are more often linked to helpful acts directed toward White applicants than to hostile acts directed toward minority applicants (32). This body of research is often cited in the context of ingroup bias (e.g., ref. 4) as evidence of the primacy of ingroup favoritism over outgroup derogation. ...
People sometimes prefer groups to which they do not belong (outgroups) over their own groups (ingroups). Many long-standing theoretical perspectives assume that this outgroup favorability bias primarily reflects negative ingroup evaluations rather than positive outgroup evaluations. To examine the contributions of negative ingroup versus positive outgroup evaluations to outgroup bias, we examined participants’ data (total n > 879,000) from Implicit Association Tests [A. G. Greenwald, D. E. McGhee, J. L. K. Schwartz, J. Pers. Soc. Psychol. 74, 1464–1480 (1998)] measuring intergroup attitudes across four social domains in exploratory and preregistered confirmatory analyses. Process modeling [F. R. Conrey, J. W. Sherman, B. Gawronski, K. Hugenberg, C. J. Groom, J. Pers. Soc. Psychol. 89, 469–487 (2005)] was applied to the responses of participants who demonstrated implicit outgroup bias to separately estimate the contributions of negative ingroup and positive outgroup evaluations. The outgroup biases of lower-status group members (i.e., Asian, Black, gay and lesbian, and older people) consistently reflected greater contributions of positive outgroup evaluations than negative ingroup evaluations. In contrast, the outgroup biases of higher-status group members (i.e., White, straight, and younger people) reflected a more varied pattern of evaluations. We replicated this pattern of results using explicitly measured intergroup evaluations. Taking these data together, the present research demonstrates a positive–negative asymmetry effect of outgroup bias, primarily among members of lower-status groups.
... Several distinct job characteristics could expose individuals to a high risk of contracting COVID-19, such as exposure to the virus due to the proximity to others, face-to-face discussions, and interactions with external customers or the public [11][12][13][14]. While there are certainly employers in the food/catering industry who provide high-quality jobs, by and large, the sector consists of very low-wage jobs with few benefits, and many restaurant workers live in poverty or near-poverty [15][16][17]. Moreover, the catering/food sector has traditionally been the sector with the highest percentage of foreign workers with different cultural and social backgrounds. ...
Background:
No previous study has investigated the SARS-CoV-2 prevalence and the changes in the proportion of positive results due to lockdown measures from the angle of workers' vulnerability to coronavirus in Greece. Two community-based programs were implemented to evaluate the SARS-CoV-2 prevalence and investigate if the prevalence changes were significant across various occupations before and one month after lockdown.
Methods:
Following consent, sociodemographic, clinical, and job-related information were recorded. The VivaDiag™ SARS-CoV-2 Antigen Rapid Test was used. Positive results confirmed by a real-time Reverse Transcriptase Polymerase Chain Reaction for SARS-COV-2.
Results:
Positive participants were more likely to work in the catering/food sector than negative participants before the lockdown. Lockdown restrictions halved the new cases. No significant differences in the likelihood of being SARS-CoV-2 positive for different job categories were detected during lockdown. The presence of respiratory symptoms was an independent predictor for rapid antigen test positivity; however, one-third of newly diagnosed patients were asymptomatic at both time points.
Conclusions:
The catering/food sector was the most vulnerable to COVID-19 at the pre-lockdown evaluation. We highlight the crucial role of community-based screening with rapid antigen testing to evaluate the potential modes of community transmission and the impact of infection control strategies.
... Teams are assigned equivalent fictitious employment credentials like education, training and previous experience. The majority and minority actors undergo a period of training that involves practice calls to employers, mock interviews and standardizing candidate responses to interview questions (Bendick et al. 2010). Actors are matched based on physical appearance, age and demeanor. ...
... However, we think that it makes sense to continue some job offer outcome studies in cases where resources are available and to test assumptions about how callbacks and job offers correspond. For example, the most recent job offer study in the United States is by Bendick et al. (2010), which only sent testers to apply for positions as waiters and waitresses in New York City. The last U.S. study with a job offer outcome that sent testers to apply for a wider variety of positions was published during the early 1990s. ...
Field experiments using fictitious applications have become an increasingly important method for assessing hiring discrimination. Most field experiments of hiring, however, only observe whether the applicant receives an invitation to interview, called the “callback.” How adequate is our understanding of discrimination in the hiring process based on an assessment of discrimination in callbacks, when the ultimate subject of interest is discrimination in job offers? To address this question, we examine evidence from all available field experimental studies of racial or ethnic discrimination in hiring that go to the job offer outcome. Our sample includes 12 studies encompassing more than 13,000 job applications. We find considerable additional discrimination in hiring after the callback: majority applicants in our sample receive 53% more callbacks than comparable minority applicants, but majority applicants receive 145% more job offers than comparable minority applicants. The additional discrimination from interview to job offer is weakly correlated (r = 0.21) with the level of discrimination earlier in the hiring process. We discuss the implications of our results for theories of discrimination, including statistical discrimination.
... The 2018 Women in the Workplace Report points out that unconscious or implicit bias continues to be a problem in hiring and laments that less than 20% of the 329 companies they surveyed provided some training to avoid this bias [5]. Implicit bias is the unconscious association of traits with certain groups of people that may bias and negatively impact recruitment decisions concerning the disadvantaged groups (Bendick et al., 2010;Bendick et al., 1991). In developing our framework for implicit bias, we are guided by implicit social cognition theory (Graf and Schacter, 1989;Greenwald and Banaji, 1995), which highlights that "experience influence judgment in a fashion not introspectively known by the actor" (Greenwald and Banaji, 1995, p. 4). ...
In response to calls to reduce the gender gap in the salesforce, this study examines the effect of candidate gender, manager gender, and industry to explain gender bias in salesperson recruitment during screening and skill assessment. We tested the hypotheses using observational data from a national sales competition in the United States, where managers evaluated student candidates for entry-level sales positions.
This research finds gender bias during screening using the dyadic perspective. Specifically, female managers evaluate male candidates more favorably than male managers do during screening. Further, managers of service companies evaluate female candidates more favorably than managers of goods companies during screening. However, we find no such effects during candidates’ skill assessment. The findings indicate the importance of using dyadic research techniques to assess gender bias. Managers should not use short interactions to screen candidates.
