Abstract
This study tested for an
interaction between applicant skin color (light vs. dark) and racial prejudice
(high vs. low) on salespersons’ pre-interview impressions of Hispanic sales
applicants. Using a sample of 193 White salespersons, the results of
between-subjects ANOVA revealed a significant interaction. High-prejudice
salespersons held less (more) favorable pre-interview impressions toward
dark-skinned (light-skinned) Hispanic sales applicants than did low-prejudice
salespersons. In addition, high-prejudice and low-prejudice salespersons
exhibited different skin color biases for the Hispanic sales applicant. The
findings suggest that diversity issues in sales employment should extend race
and ethnicity paradigms to include skin color
