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.

我们进行了一项实地实验，以分析少数族裔进入组织领导职位是否存在玻璃天花板。我们提交了 12,000 多份工作申请，4,000 多份招聘广告，以调查针对六个民族的领导职位的招聘歧视。借鉴隐性领导理论，我们认为种族歧视在领导职位的招聘中尤为明显。结果证实了这一假设。对于领导职位，英文名字的求职者获得了 26.8% 的积极回应，而非英文名字的求职者获得了 11.3% 的正面回应。这意味着尽管简历相同，少数族裔收到的正面回应比领导职位的英文名字申请人少 57.4%。对于非领导职位，使用英文姓名的求职者在工作申请中获得了 21.2% 的正面回应，而使用非英文姓名的求职者获得了 11.6% 的正面回应。这意味着尽管简历相同，但少数族裔对非领导职位的正面回应要少 45.3%。当招聘的职位需要与客户接触时，领导职位的种族歧视就更加明显。相比之下，领导职位的招聘歧视不受招聘广告是否强调个人主义或学习、创造力和创新的显着影响。我们的研究结果提供了少数族裔进入领导职位的玻璃天花板的新证据。而非英文名字的申请者获得了 11.6% 的正面回应。这意味着尽管简历相同，但少数族裔对非领导职位的正面回应要少 45.3%。当招聘的职位需要与客户接触时，领导职位的种族歧视就更加明显。相比之下，领导职位的招聘歧视不受招聘广告是否强调个人主义或学习、创造力和创新的显着影响。我们的研究结果提供了少数族裔进入领导职位的玻璃天花板的新证据。而非英文名字的申请者获得了 11.6% 的正面回应。这意味着尽管简历相同，但少数族裔对非领导职位的正面回应要少 45.3%。当招聘的职位需要与客户接触时，领导职位的种族歧视就更加明显。相比之下，领导职位的招聘歧视不受招聘广告是否强调个人主义或学习、创造力和创新的显着影响。我们的研究结果提供了少数族裔进入领导职位的玻璃天花板的新证据。当招聘的职位需要与客户接触时，领导职位的种族歧视就更加明显。相比之下，领导职位的招聘歧视不受招聘广告是否强调个人主义或学习、创造力和创新的显着影响。我们的研究结果提供了少数族裔进入领导职位的玻璃天花板的新证据。当招聘的职位需要与客户接触时，领导职位的种族歧视就更加明显。相比之下，领导职位的招聘歧视不受招聘广告是否强调个人主义或学习、创造力和创新的显着影响。我们的研究结果提供了少数族裔进入领导职位的玻璃天花板的新证据。