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Between Meritocracy and Ethnic Discrimination: The Gender Difference

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Author Info

  • Arai, Mahmood

    ()
    (Stockholm University)

  • Bursell, Moa

    ()
    (Stockholm University)

  • Nekby, Lena

    ()
    (Stockholm University)

Abstract

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 significant 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.

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Bibliographic Info

Paper provided by Institute for the Study of Labor (IZA) in its series IZA Discussion Papers with number 3467.

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Length: 26 pages
Date of creation: Apr 2008
Date of revision:
Handle: RePEc:iza:izadps:dp3467

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Keywords: correspondence testing; ethnic discrimination; biased testing; gender;

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References

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  1. Marianne Bertrand & Sendhil Mullainathan, 2004. "Are Emily and Greg More Employable Than Lakisha and Jamal? A Field Experiment on Labor Market Discrimination," American Economic Review, American Economic Association, American Economic Association, vol. 94(4), pages 991-1013, September.
  2. Carlsson, Magnus & Rooth, Dan-Olof, 2006. "Evidence of Ethnic Discrimination in the Swedish Labor Market Using Experimental Data," IZA Discussion Papers 2281, Institute for the Study of Labor (IZA).
  3. Mahmood Arai & Peter Skogman Thoursie, 2009. "Renouncing Personal Names: An Empirical Examination of Surname Change and Earnings," Journal of Labor Economics, University of Chicago Press, University of Chicago Press, vol. 27(1), pages 127-147, 01.
  4. Meyer, Margaret A, 1991. "Learning from Coarse Information: Biased Contests and Career Profiles," Review of Economic Studies, Wiley Blackwell, Wiley Blackwell, vol. 58(1), pages 15-41, January.
  5. P. A. Riach & J. Rich, 2002. "Field Experiments of Discrimination in the Market Place," Economic Journal, Royal Economic Society, Royal Economic Society, vol. 112(483), pages 480-518, November.
  6. Dennis J. Aigner & Glen G. Cain, 1977. "Statistical theories of discrimination in labor markets," Industrial and Labor Relations Review, ILR Review, Cornell University, ILR School, vol. 30(2), pages 175-187, January.
  7. Roland G. Fryer & Steven D. Levitt, 2004. "The Causes and Consequences of Distinctively Black Names," The Quarterly Journal of Economics, MIT Press, MIT Press, vol. 119(3), pages 767-805, August.
  8. Phelps, Edmund S, 1972. "The Statistical Theory of Racism and Sexism," American Economic Review, American Economic Association, American Economic Association, vol. 62(4), pages 659-61, September.
  9. Arai, Mahmood & Billot, Antoine & Lanfranchi, Joseph, 1999. "Learning by Helping: A Bounded Rationality Model of Mentoring," Research Papers in Economics, Stockholm University, Department of Economics 1999:14, Stockholm University, Department of Economics.
  10. James J. Heckman, 1998. "Detecting Discrimination," Journal of Economic Perspectives, American Economic Association, American Economic Association, vol. 12(2), pages 101-116, Spring.
  11. Riach, Peter A & Rich, Judith, 1991. "Testing for Racial Discrimination in the Labour Market," Cambridge Journal of Economics, Oxford University Press, Oxford University Press, vol. 15(3), pages 239-56, September.
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Cited by:
  1. Niknami, Susan, 2010. "Intergenerational Transmission of Education among Immigrant Mothers and their Daughters in Sweden," SULCIS Working Papers, Stockholm University Linnaeus Center for Integration Studies - SULCIS 2010:10, Stockholm University Linnaeus Center for Integration Studies - SULCIS.
  2. Rödin, Magnus & Özcan, Gülay, 2011. "Is It How You Look or Speak That Matters? - An Experimental Study Exploring the Mechanisms of Ethnic Discrimination," Research Papers in Economics, Stockholm University, Department of Economics 2011:12, Stockholm University, Department of Economics.
  3. Rödin, Magnus & Özcan, Gülay, 2011. "Is It How You Look or Speak That Matters? - An Experimental Study Exploring the Mechanisms of Ethnic Discrimination," SULCIS Working Papers, Stockholm University Linnaeus Center for Integration Studies - SULCIS 2011:3, Stockholm University Linnaeus Center for Integration Studies - SULCIS.
  4. Magnus Rodin & Gulay Ozcan, 2013. "Is It How You Look or Speak That Matters? “An Experimental Study Exploring the Mechanisms of Ethnic Discrimination”," Working Papers, Bahcesehir University, Betam 009, Bahcesehir University, Betam.

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