Elena Ball

• Given the scarcity of research on intersectional hiring discrimination in the European context compared to the U.S., the present research focused exclusively on Germany. It followed up on some existing research on discrimination of people of Turkish descent and opened up the still new field of research on anti-Black racism. Based on data from various online experiments and one eye-tracking laboratory experiment, I examined perceptions of various groups of applicants regarding competence/agency and warmth/communion as well as indicators of hiring discrimination (invitation for an interview, recruitment, promotion, and exclusion). I found no hiring discrimination (but also no favoritism) towards straight/lesbian Black/White women applying for counter-stereotypical, male-typed leadership positions. Yet, hiring discrimination emerged for (implicitly White) gay and lesbian applicants for counterstereotypical junior positions. When comparing (implicitly straight) women of Turkish versus German descent working in a male-typed job, discrimination only surfaced when Turkish women made a workplace mistake in line with gendered and racialized stereotypes. In contrast, when they made no mistake or a mistake implying typically masculine, dominant behavior, they were treated more favorably than German women. Across all experiments, competence and warmth ratings were rather high; both were influenced by the situational context, that is, mistakes and job type: If mistakes were made implying typically feminine (versus masculine) behavior, applicants were rated higher in warmth, while competence ratings were lower whenever some kind of mistake versus no mistake was made. Male-typed versus female-typed job contexts led to higher competence ratings and vice versa for warmth ratings. I discuss results with regard to models of person perception and intersectional discrimination and I highlight practical implications.