Age-based hiring discrimination as a function of equity norms and self-perceived objectivitiy. Unpublished manuscript

Participants completed a questionnaire priming them to perceive themselves as either objective or biased, either before or after evaluating a young or old job applicant for a position linked to youthful stereotypes. Participants agreed that they were objective and tended to disagree that they were biased. Extending past research, both the objective and bias priming conditions led to an increase in age discrimination compared to the control condition. We also investigated whether equity norms reduced age discrimination, by manipulating the presence or absence of an equity statement reminding decision-makers of the legal prohibitions against discrimination ‘‘on the basis of age, disability, national or ethnic origin, race, religion, or sex.’ ’ The presence of equity norms increased enthusiasm for both young and old applicants when participants were not already primed to think of themselves as objective, but did not reduce age-based hiring discrimination. Equity norms had no effect when individuals thought of themselves as objective – they preferred the younger more than the older job applicant. However, the presence of equity norms did affect individuals ’ perceptions of which factors were important to their hiring decisions, increasing the perceived importance of applicants ’ expertise and decreasing the perceived importance of the applicants ’ age. The results suggest that interventions that rely exclusively on decision-makers ’ intentions to behave equitably may be ineffective