2021/08/24 by Nicole Kreisberg, Nathan Wilmers · 1 voice
Social Sciences · #Discrimination and Equality Law #Labor Movements and Unions #Names, Identity, and Discrimination Research
paper · doi:10.1177/00197939211036444
openalex publication_date 2021/08/24 · openalex created_date 2025/10/10 · openalex updated_date 2026/06/18
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.