Campus Only Senior Thesis
Bachelor of Arts
In recent decades there has been much diversification of gender identities in the United States with many individuals identifying as non-binary (a gender identity that exists outside the gender identities of man or woman). However, there has been no work done on this population in an industrial/organizational context. The primary goal of the proposed quasi-experimental study is to examine the effect of applicant gender on short-listing and hiring while incorporating an identity outside the binary. Participants will be asked to look at a mock resume and job description and then asked whether or not they would shortlist the applicant. Following the presentation of interview transcripts participants will make judgments on applicant hireability, job fit, and their comfortability with the applicant being a co-worker. Participants will then fill out a demographic form aimed at identifying age, political affiliation, and familiarity with non-binary individuals. It is expected that applicants who are a part of gender minorities will be the most likely to be short-listed, but also expected that this effect will be reversed when looking at hireability. It is expected that job fit and participant comfortability will act as mediators between the variables of applicant gender and hireability. Age and political conservatism are predicted to be inversely related to hireability whereas familiarity with non-binary individuals is expected to be directly correlated with hireability. This study may play a pivotal role in producing organizational data regarding gender non-conforming individuals that can be utilized by hiring managers and companies in an attempt to combat gender discrimination.
Goodstone, Zoe, "Hiring Bias Against Non-Binary Applicants in the United States" (2023). Scripps Senior Theses. 2169.
This thesis is restricted to the Claremont Colleges current faculty, students, and staff.