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Criminal History, Sex, and Employment: Sex Differences in Ex‐Offender Hiring Stigma 

Criminal History, Sex, and Employment: Sex Differences in Ex‐Offender Hiring Stigma  Communities across the United States integrate thousands of men and women coming out of jail or prison each year and studies suggest that over 75% of this population will reoffend within a decade of release. According to research, positive employment outcomes are linked to preventing recidivism; however, employers routinely check or inquire about criminal histories and discriminate against ex‐offender applicants. The current research focused on employer stigma against applicants with a criminal history with an online sample of adults (N = 296). The analogue experiment examined hiring decisions for Black versus White applicants with or without a criminal history in order to explore the effect of race and criminal history on hiring outcomes. As expected, participants were less likely to recommend applicants with a criminal history for employment, but the sex of the respondent moderated the differences in racial bias. Male hiring decision makers did not differentiate between applicants with or without a criminal history when presented with a White applicant but did show a stigma against Black ex‐offenders versus Black applicants with a clean criminal history. Female hiring decision makers showed the opposite pattern demonstrating no preference between Black applicants with or without a criminal history but preferring White applicants without a criminal record versus White ex‐offenders. These findings suggest that male and female hiring managers are differently affected by the presence of a criminal history depending on the race of the applicant and these differences if replicated have interesting policy implications. http://www.deepdyve.com/assets/images/DeepDyve-Logo-lg.png Analyses of Social Issues & Public Policy Wiley

Criminal History, Sex, and Employment: Sex Differences in Ex‐Offender Hiring Stigma 

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References (29)

Publisher
Wiley
Copyright
© 2020 The Society for the Psychological Study of Social Issues
ISSN
1529-7489
eISSN
1530-2415
DOI
10.1111/asap.12192
Publisher site
See Article on Publisher Site

Abstract

Communities across the United States integrate thousands of men and women coming out of jail or prison each year and studies suggest that over 75% of this population will reoffend within a decade of release. According to research, positive employment outcomes are linked to preventing recidivism; however, employers routinely check or inquire about criminal histories and discriminate against ex‐offender applicants. The current research focused on employer stigma against applicants with a criminal history with an online sample of adults (N = 296). The analogue experiment examined hiring decisions for Black versus White applicants with or without a criminal history in order to explore the effect of race and criminal history on hiring outcomes. As expected, participants were less likely to recommend applicants with a criminal history for employment, but the sex of the respondent moderated the differences in racial bias. Male hiring decision makers did not differentiate between applicants with or without a criminal history when presented with a White applicant but did show a stigma against Black ex‐offenders versus Black applicants with a clean criminal history. Female hiring decision makers showed the opposite pattern demonstrating no preference between Black applicants with or without a criminal history but preferring White applicants without a criminal record versus White ex‐offenders. These findings suggest that male and female hiring managers are differently affected by the presence of a criminal history depending on the race of the applicant and these differences if replicated have interesting policy implications.

Journal

Analyses of Social Issues & Public Policy – Wiley

Published: Dec 1, 2020

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