EXAMINING THE ROLE OF PROFESSIONAL NETWORK SIGNALS IN JOB SEEKERS BIAS AGAINST HIJAB-WEARING RECRUITERS

Abstract

Research on workplace discrimination shows that hijab-wearing Muslim women face disadvantages in hiring, yet is known bias toward in positions of authority. This study examined whether visible religious identity (hijab vs. no hijab) affects evaluations of recruiters and engagement with them in a professional setting. Drawing on the stereotype content model, implicit leadership theory, and selective incivility, we predicted that hijab visibility would lower competence, warmth, and leadership, and reduce engagement, willingness to connect and message tone and length. We also hypothesized mediation by attentional focus and moderation by Islamophobia. One hundred fifty-three participants completed an online experiment involving a simulated LinkedIn recruiter profile, a message-writing task, and a creativity task as a proxy for attention. Results showed no significant differences across conditions, and mediation and moderation were unsupported. However, higher creativity predicted more positive message tone. These findings suggest context shapes bias expression and highlight directions for future research.