Gender discrimination in hiring: Intersectional effects with ethnicity and cognitive job demands.

Eva Derous, Roland Pepermans

Research output: Contribution to journalArticlepeer-review


Studies on hiring discrimination typically consider one diversity dimension at a time. Building on a multiple categorization and cognitive matching perspective, this study investigated how applicants’ gender intersects with other status characteristics (ethnicity) and cognitive job demands for a better understanding of gender discrimination in resumé screening. An experimental study among 214 Belgian HR-professionals showed that a Maghreb/Arab female applicant received lower job suitability ratings compared to equally qualified native/Belgian female and Maghreb/Arab male applicants when they applied for a high cognitive demanding job. No differences were found when they applied for a low cognitive demanding job. Study findings point to the complexity of gender discrimination in hiring (i.e., resumé screening) as double jeopardy of ethnic minority women (i.e., Maghreb/Arab) may also depend on the type of job (i.e., cognitive demanding or not) one is applying for. We conclude with a critical reflection on findings, future research opportunities and implications for practice, like anonymous resumé screening.
Original languageEnglish
Pages (from-to)40-49
Number of pages10
JournalArchives of Scientific Psychology
Issue number1
Publication statusPublished - 2019

Bibliographical note

This is an electronic journal (since 2013), with only one issue per year


  • gender
  • discrimination
  • ethnicity
  • age
  • hiring
  • multiple categorization
  • Personnel selection


Dive into the research topics of 'Gender discrimination in hiring: Intersectional effects with ethnicity and cognitive job demands.'. Together they form a unique fingerprint.

Cite this