|M.Sc Student||Atedgi Miriam|
|Subject||Gender Discrimination in Hiring Process: Comparison between|
Private Human Resource Companies to Human Resource
Departments in Organizations
|Department||Department of Industrial Engineering and Management||Supervisor||Dr. Iris Vilnai-Yavetz|
|Full Thesis text - in Hebrew|
Wage discrimination is a late phase in the employment cycle. It is preceded by hiring discrimination. Wage discrimination only refers to job candidates already absorbed in the labor market. If indeed there's hiring discrimination against women, this means that many of the women who had been candidates for jobs in the market did not find a job at all, so that the scope of discrimination is greater than that reflected by wage data alone. The present study examines the first phase of the hiring process.
This study examine whether Israeli women suffer discrimination in hiring practices and whether the scale of this discrimination differs between HR departments and private placement companies. .
This study used the audit study method - a research CVs to assess gender biases in Israeli hiring practices. the sample included 100 organizations: 50 placement companies and 50 corporate HR departments in Central Israel who've posted wanted ads in newspapers and on the Internet for the job title "Industrial and management engineer specializing in information systems".
For a period of two months and a half, wanted ads in Israeli newspapers and websites were reviewed, and those seeking industrial and management engineers specializing in information systems in Central Israel were chosen. A total of 200 job applications - 100 with a women's names and 100 with a men's names were sent.
The first hypothesis is that sending identical CVs applying for a non-gendered position would expose gender discrimination either for or against women. The second hypothesis, which is also the innovative contribution, is that corporate HR departments discriminate for women, while placement companies do not discriminate at all.
The analyses and conclusions are based on interview invitations received by the candidates, both from placement companies and from HR departments.
The hypotheses were tested using the McNemar Test for comparing the ratios of men and women invited for an interview, while their matched (fictitious) candidate was not. However, the results for corporate HR departments show that women were summoned more than men, as opposed to private placement companies, where there was no discrimination whatsoever.
Furthermore, the findings do not mean that gender-based discrimination would not occur in later hiring and employment stages, including evaluation and dismissal. Recall that preferring women initially may constitute no more that a "good" opportunity for employers to discriminate against women on a wage basis, particularly as they have a clear economic interest to do so.