Xia, Mengting; Dunlop, Patrick D; Tian, Amy W; Wee, Serena

The world cries for inclusion, and yet social class is an often-overlooked dimension of diversity in the workplace with individuals from lower socioeconomic (SES) backgrounds having relatively less access to decent and well-paid employment opportunities. Studies have consistently confirmed that social class signals may constitute a concealed yet significant component of hiring bias, resulting in discriminatory behaviour. In this context “signals” are information that job candidates provide to employers, that are interpreted and evaluated by the employer.

Identifying and removing biases in the selection that stem from candidates’ social class can be especially challenging because social class signals can often double as signals of competence. To illustrate, compare two Computer Science graduates: Adam and Brad. Adam completed an internship with Microsoft in Seattle, which he self-funded, whereas Brad’s internship was at a local small software developer. Both Brad and Adam may have performed equally well in their internships, but Adam’s Microsoft internship, enabled by his relatively higher social class, may be perceived as a stronger signal of competence compared to Brad’s local company internship, giving Adam an employment advantage over Brad.

This study aims to shed light on the interplay between social class signals and signals of competence in personnel selection decision-making. Specifically, in this study, we will invite participants to evaluate the competence and ‘short-listability” of a set of candidates for a hypothetical job, based on video-recorded responses to interview questions. The study uses a within-person approach where there will be 6 candidates evaluated, formed by a 3 (social class: higher, default, lower) × 2 (competence: outstanding, average) design. This study hypothesises that candidates with higher social class will be perceived as more competent and receive higher possibilities of being shortlisted, and that the benefit of a higher social class effect will be strongest for candidates who signal an average level of competence. Data collection will commence shortly, and results will be presented at the conference.

This study will underscore the complexity of bias in hiring practices, highlighting the dual function of signals that may serve as proxies for both social class and competence. The results of this research will offer valuable insights into the mechanisms of social class bias in hiring. By unravelling the intricate dynamics between social class and competence signals, this study will contribute to the development of more inclusive recruitment strategies, fostering a workplace environment where diversity is genuinely valued and equity is achieved.

At the conclusion of this event, attendees will be able to
(1) enhance their understanding of social class effects in personnel selection by identifying the complex dynamics between social class signals and competence signals in hiring practices.
(2) apply the findings of the study to design more inclusive and equitable personnel selection strategies that effectively discern between competence and social class signals.