<?xml version="1.0" encoding="UTF-8"?><xml><records><record><source-app name="Biblio" version="6.x">Drupal-Biblio</source-app><rec-number>8546</rec-number><ref-type>Case Study </ref-type><contributors><authors><author><style face="normal" font="default" size="100%">Funke, Rhiannon Dodds</style></author><author><style face="normal" font="default" size="100%">Potthast, Adam</style></author><author><style face="normal" font="default" size="100%">Boxall, Susanna Flavia</style></author><author><style face="normal" font="default" size="100%">Diaz-Sprague, Raquel</style></author><author><style face="normal" font="default" size="100%">Funke, Michael Brian</style></author><author><style face="normal" font="default" size="100%">Myers, Gretchen A.</style></author></authors><translated-authors><author><style face="normal" font="default" size="100%">Association for Practical and Professional Ethics</style></author></translated-authors></contributors><titles><title><style face="normal" font="default" size="100%">Attractiveness Discrimination in Hiring</style></title></titles><keywords><keyword><style  face="normal" font="default" size="100%">Academic</style></keyword><keyword><style  face="normal" font="default" size="100%">Academic Ethics</style></keyword><keyword><style  face="normal" font="default" size="100%">business</style></keyword><keyword><style  face="normal" font="default" size="100%">BUSINESS ethics</style></keyword><keyword><style  face="normal" font="default" size="100%">Diversity</style></keyword><keyword><style  face="normal" font="default" size="100%">education</style></keyword></keywords><taxonomies><taxonomy><style  face="normal" font="default" size="100%">Diversity</style></taxonomy><taxonomy><style  face="normal" font="default" size="100%">Business Ethics</style></taxonomy><taxonomy><style  face="normal" font="default" size="100%">Academic Ethics</style></taxonomy><taxonomy><style  face="normal" font="default" size="100%">Education</style></taxonomy><taxonomy><style  face="normal" font="default" size="100%">Business</style></taxonomy></taxonomies><pubtype><style  face="normal" font="default" size="100%">Case Study </style></pubtype><audience-level><style  face="normal" font="default" size="100%">ug</style></audience-level><dates><year><style  face="normal" font="default" size="100%">2011</style></year><pub-dates><date><style  face="normal" font="default" size="100%">09/2011</style></date></pub-dates></dates><urls><web-urls><url><style face="normal" font="default" size="100%">http://ethics.iit.edu/EEL/Attractiveness%20Discrimination%20in%20Hiring.pdf</style></url></web-urls></urls><publisher><style face="normal" font="default" size="100%">Association for Practical and Professional Ethics</style></publisher><language><style face="normal" font="default" size="100%">eng</style></language><abstract><style face="normal" font="default" size="100%">The hiring process for a teaching position at a university has been narrowed down to three candidates. All three candidates had been professional, friendly, and shown strong potential in their research. But while two of the candidates were young and attractive, the third, Darrell did not fall into that social category. However appealing to students was a qualification of the position, and on student evaluations of the teaching demonstration, Darrell's appearance did have a negative effect. Should they hire him despite his appearance, and the effect this feature has on student appeal?</style></abstract><notes><style face="normal" font="default" size="100%">Case Study prepared for the Association for Practical and Professional Ethics Intercollegiate Ethics Bowl Regional Competitions, 2011
http://www.indiana.edu/~appe/ethicsbowl.html</style></notes></record></records></xml>