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Between Meritocracy and Ethnic Discrimination: The Gender Difference
Stockholm University, Faculty of Social Sciences, Department of Economics.
Stockholm University, Faculty of Social Sciences, Department of Sociology.
Stockholm University, Faculty of Social Sciences, Department of Economics.
2008 (English)Report (Other academic)
Abstract [en]

Using a two stage correspondence test methodology, this study tests employer priors against job-applicants with Arabic names compared to job-applicants with Swedish names. In the first stage, employers are sent CVs of equal observable quality. Thereafter, in the second stage, the CVs with Arabic names are given an advantage of, on average, two more years of relevant work experience. This setup allows us to test the strength of unfavorable priors against job-applicants with Arabic names and to what degree these priors are revised, on average, when resumes are enhanced. Results indicate no significant differences in call-backs for female applicants when CVs with Arabic names are enhanced. The call-back gap for men however remains large and signifcant despite a positive adjustment of CVs with Arabic names. This implies that negative priors against male job applicants with Arabic names are not revised by an increase in observable merits.

Place, publisher, year, edition, pages
2008. , 24 p.
Series
SULCIS reports and working papers, ISSN 1654-1189 ; 2008:2
Keyword [en]
Correspondence Testing, Ethnic Discrimination, Biased Testing, Gender
National Category
Sociology
Identifiers
URN: urn:nbn:se:su:diva-118234OAI: oai:DiVA.org:su-118234DiVA: diva2:821439
Available from: 2015-06-15 Created: 2015-06-15 Last updated: 2015-06-16Bibliographically approved

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CiteExportLink to record
Permanent link

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Citation style
  • apa
  • ieee
  • modern-language-association-8th-edition
  • vancouver
  • Other style
More styles
Language
  • de-DE
  • en-GB
  • en-US
  • fi-FI
  • nn-NO
  • nn-NB
  • sv-SE
  • Other locale
More languages
Output format
  • html
  • text
  • asciidoc
  • rtf