Is there a glass ceiling for ethnic minorities to enter leadership positions? Evidence from a field experiment with over 12,000 job applications

We conducted a field experiment to analyze if there is a glass ceiling for ethnic minorities entering leadership positions in organizations. We submitted over 12,000 job applications, to over 4,000 job advertisements, to investigate hiring discrimination against six ethnic groups for leadership positions. Drawing on implicit leadership theory, we argue that ethnic discrimination is particularly pronounced in the recruitment of leadership positions. The results confirm this hypothesis. For leadership positions, applicants with English names received 26.8% of positive responses for their job applications, while applicants with non-English names received 11.3% of positive responses. This means ethnic minorities received 57.4% fewer positive responses than applicants with English names for leadership positions despite identical resumes. For non-leadership positions, applicants with English names received 21.2% of positive responses for their job applications, while applicants with non-English names received 11.6% of positive responses. This means ethnic minorities received 45.3% fewer positive responses for non-leadership positions despite identical resumes. Ethnic discrimination for leadership positions was even more pronounced when the advertised job required customer contact. In contrast, hiring discrimination for leadership positions was not significantly influenced by whether the job advertisement emphasized individualism or learning, creativity, and innovation. Our findings provide novel evidence of a glass ceiling for ethnic minorities to enter leadership positions.     

钙铁硅铁磁体微晶玻璃的制备

在Fe2O3-CaO-SiO2-B2O3-P2O5五元系统中制备出能用于温热治疗肿瘤的铁磁体微晶玻璃热种子材料.在1000℃热处理得到的微晶玻璃磁铁矿晶粒尺寸约为70 nm,最大比饱和磁化强度为394.6 A·m2/kg.并证实形成玻璃的氧化铁最大含量为37.7%,必须在还原气氛下进行热处理才能得到以磁铁矿为主要晶相的铁磁体微晶玻璃.