Communities across the United States integrate thousands of men and women coming out of jail or prison each year and studies suggest that over 75% of this population will reoffend within a decade of release. According to research, positive employment outcomes are linked to preventing recidivism; however, employers routinely check or inquire about criminal histories and discriminate against ex‐offender applicants. The current research focused on employer stigma against applicants with a criminal history with an online sample of adults (N = 296). The analogue experiment examined hiring decisions for Black versus White applicants with or without a criminal history in order to explore the effect of race and criminal history on hiring outcomes. As expected, participants were less likely to recommend applicants with a criminal history for employment, but the sex of the respondent moderated the differences in racial bias. Male hiring decision makers did not differentiate between applicants with or without a criminal history when presented with a White applicant but did show a stigma against Black ex‐offenders versus Black applicants with a clean criminal history. Female hiring decision makers showed the opposite pattern demonstrating no preference between Black applicants with or without a criminal history but preferring White applicants without a criminal record versus White ex‐offenders. These findings suggest that male and female hiring managers are differently affected by the presence of a criminal history depending on the race of the applicant and these differences if replicated have interesting policy implications.

中文翻译：

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犯罪历史，性别和就业：前罪犯雇用耻辱的性别差异 

每年，美国各地的社区都整合了成千上万从监狱或监狱中出来的男女，研究表明，这些人中有75％的人会在释放后的十年内再次犯罪。根据研究，积极的就业成果与预防累犯有关。但是，雇主定期检查或询问犯罪历史，并歧视前罪犯的申请人。当前的研究集中在雇主对有犯罪记录并带有在线成人样本的申请人的污名（N= 296）。模拟实验检查了有或没有犯罪记录的黑人与白人申请人的雇用决定，以探讨种族和犯罪记录对雇用结果的影响。正如预期的那样，参与者不太可能推荐有犯罪记录的求职者，但受访者的性别缓解了种族偏见的差异。男性招聘决策者在与白人申请人见面时，并没有区分有或没有犯罪历史的申请人，但确实对黑人前犯与有清晰犯罪历史的黑人申请人有污名。女性招聘决策者表现出相反的模式，表明有或没有犯罪记录的黑人申请人之间没有偏爱，但与没有犯罪记录的白人申请人相比，偏爱白人申请人。这些发现表明，根据申请人的种族，男性和女性招聘经理受到犯罪史的影响不同，并且这些差异（如果被复制的话）具有有趣的政策含义。