Ethnic minorities and the leadership glass cliff: Insights into a field experiment
通过向澳大利亚提交8000多份简历的实地实验，研究了疫情前后华人和印度人姓名求职者在领导岗位招聘中面临的歧视，发现疫情前领导岗位歧视最严重，但疫情期间歧视基本消失，符合玻璃悬崖理论。
Abstract Using a resume study, we investigate hiring discrimination for leadership positions against job applicants with Chinese and Indian names before and during the COVID‐19 pandemic. We submitted more than 8000 job applications to job advertisements in Australia. We find hiring discrimination against applicants with Chinese and Indian names for non‐leadership positions before and during the pandemic. However, hiring discrimination has not increased during the pandemic. Importantly, and consistent with the glass cliff theory, hiring discrimination has largely vanished for leadership positions during the pandemic, for which discrimination was most pronounced before the pandemic.