This article examines how exposure to violent crime events affects employers’ decisions to hire black job applicants with and without a criminal record. Results of a quasi-experimental research design drawing on a correspondence study of 368 job applications submitted to 184 hiring establishments in Oakland, California, and archival data of 5,226 crime events indicate that callback rates were 11 percentage points lower for black job applicants than for white or Hispanic applicants and 12 percentage points lower for those with a criminal record than those without one. Recent exposure to nearby violent crimes reduced employers’ likelihood of calling back black job applicants by 10 percentage points, whether or not they had a criminal record, but did not have the same effect on callback rates for white or Hispanic applicants.

中文翻译：

---

种族、地点和犯罪：暴力犯罪事件如何影响就业歧视

本文研究了接触暴力犯罪事件如何影响雇主雇用有和没有犯罪记录的黑人求职者的决定。基于对提交给加利福尼亚州奥克兰 184 家招聘机构的 368 份工作申请的函授研究以及 5,226 起犯罪事件的档案数据进行的准实验研究设计结果表明，黑人求职者的回访率比白人低 11 个百分点或西班牙裔申请人，有犯罪记录的申请人比没有犯罪记录的申请人低 12 个百分点。最近接触附近的暴力犯罪事件使雇主回电黑人求职者的可能性降低了 10 个百分点，无论他们是否有犯罪记录，但对白人或西班牙裔求职者的回电率没有同样的影响。