The Hidden Prejudice in Selection: A Research Investigation on Skin Color Bias

2009/01/01 by Matthew S. Harrison, Matthew Harrison, Kecia M. Thomas · 120 citations
Psychology · Social Sciences · #Affirmative action #Gender Diversity and Inequality #Gender Roles and Identity Studies #Gender studies #Law #Linguistics #Political science #Prejudice (legal term) #Psychology #Racial bias #Racism #Salient #Selection (genetic algorithm) #Skin color #Social and Intergroup Psychology #Social psychology #Sociology #Tone (literature)

paper · doi:10.1111/j.1559-1816.2008.00433.x

published in Journal of Applied Social Psychology 39(1), 134-168 (Wiley)

openalex publication_date 2009/01/01 · openalex created_date 2025/10/10 · openalex updated_date 2026/07/25

Abstract

In this era of affirmative action, racial discrimination in the workplace has been studied widely. A common negligence of these studies is that they disregard the subject of skin‐tone stratification, and present an analysis of discrimination based on treatment of Blacks and Whites (both as collective units); thereby overlooking a prevalent issue that has long existed in western culture—colorism. This study examined the influence of colorism on job selection, and discovered a significant preferential difference among Black applicants based on their skin complexion. The findings suggest that skin tone plays a considerable role in the favorability of a Black applicant; indicating that skin color is more salient and regarded more highly than one's educational background and prior work experience.

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