Beyond bias Examining conditions that shape ethnic discrimination in resume screening and employees' support for organizational inclusion

Ethnic discrimination remains a persistent issue in contemporary labor markets despite widespread organizational commitments to diversity, equity, and inclusion. This is evident in both hiring decisions and the everyday experiences of minority employees. It is typically studied at one of two levels – the organizational or the individual level. The former approaches discrimination as a structural problem that results from organizational features and practices, while the latter treats it as the consequence of individuals' characteristics and attitudes. This thesis integrates these perspectives by examining conditions within organizations under which individual biases shape decisions and behavior. Drawing on multiple experimental and field studies, it shows that biased resume screening and employees' intentions to support organizational inclusion arise from an interplay between the organization and the individual. While personal attitudes matter, situational and structural contexts within organizations can strongly influence employees' capability, opportunity, and motivation to constrain prejudice expression and engage in inclusion efforts.