Discrimination in hiring contexts has received a lot of attention from researchers in Industrial Organizational Psychology. However, discrimination against Arabs and Muslims in hiring contexts has been overlooked in the literature. The current study explores discrimination targeting Arabs and Muslims in the workplace. The theory of multiple categorization (Crisp & Hewstone, 1999) was applied to Arabs and Muslims in order to determine the relative effect of national origin and religious affiliation. Perceived job fit (Heilman, 1983) was also examined using an airport security position and a shipping and receiving clerk position. Participants rated mock resumes on several measures of hireability and ranked the applicants in the order in which they would hire them. The results show that the Muslim applicants were rated lower than the Christian applicants and the Arab applicants were rated lower than the Caucasian applicants. Furthermore, the Caucasian Christian applicant was rated significantly higher than the Caucasian Muslim applicant, the Arab Christian applicant, and the Arab Muslim applicant. This study shows that Arabs and Muslims were rated lower than their equally qualified counterparts, providing evidence of discrimination of Arabs and Muslims.

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