Blacklist or Short List: Do Employers Discriminate against Union Supporter Job Applicants?
通过简历对应研究，发现美国雇主对工会支持者求职者的回调率与非工会支持者无差异，表明预防性歧视可能因工会弱势而减弱。
Starting in the 1980s, US employers revived aggressive action against unions. Employers’ public opposition to unions yielded a scholarly consensus that US employers actively and consistently discriminate against union supporters. However, evidence for widespread employer anti-union discrimination is based mainly on employer reactions to rare union organizing campaigns. To measure baseline or preventive anti-union discrimination, the authors field the first ever US-based résumé correspondence study of employer responses to union supporter applicants. Focus is on entry-level, non-college degree jobs and findings show no difference in employer callback rates for union supporter applicants relative to non-union applicants. Drawing on interviews and survey data, the authors suggest that union weakness itself may have hollowed preventive employer discrimination against union supporters.