Implicit prejudice and ethnic minorities: Arab-Muslims in Sweden
Purpose – The aim of this paper is to examine whether Swedish employers implicitly/automatically hold negative attitudes toward Arab-Muslims, an ethnic minority group subjected to substantial labor market discrimination in Sweden and, more specifically, associate members of this minority group with lower work productivity, as compared with native Swedes. Design/methodology/approach – Adapted versions of the Implicit Association Test (IAT; Greenwald et al., 1998) designed to measure implicit attitudes and productivity stereotypes toward Arab-Muslims were used. Corresponding explicit measures were administered. Findings – The results clearly show that employers have stronger negative implicit attitudes toward Arab-Muslims relative to native Swedes as well as implicitly perceiving Arab-Muslims to be less productive than native Swedes. Notably, the explicit measures reveal much weaker negative associations. Practical implications – Since Arab-Muslims are automatically perceived as being less productive, the present findings suggest that negative implicit productivity stereotypes could have significant effects on labor market outcomes, such as when employers make hiring decisions. Given that many hiring decisions are presumably based on “gut-feelings”, implicit attitudes and stereotypes, more so than their explicit counterparts, may exert a substantial impact on how employers contemplate and make decisions regarding human resources. Originality/value – Whereas traditional research has focused on self-conscious, explicit work-related attitudes toward various ethnic minority groups, the study offers a novel approach to understanding work-related prejudice.
Volume (Year): 30 (2009)
Issue (Month): 1/2 (May)
|Contact details of provider:|| Web page: http://www.emeraldinsight.com|
|Order Information:|| Postal: Emerald Group Publishing, Howard House, Wagon Lane, Bingley, BD16 1WA, UK|
Web: http://www.emeraldinsight.com/ijm.htm Email:
Please report citation or reference errors to , or , if you are the registered author of the cited work, log in to your RePEc Author Service profile, click on "citations" and make appropriate adjustments.:
- Carlsson, Magnus & Rooth, Dan-Olof, 2007.
"Evidence of ethnic discrimination in the Swedish labor market using experimental data,"
Elsevier, vol. 14(4), pages 716-729, August.
- 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).
- 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, vol. 94(4), pages 991-1013, September.
- Marianne Bertrand & Sendhil Mullainathan, 2003. "Are Emily and Greg More Employable than Lakisha and Jamal? A Field Experiment on Labor Market Discrimination," NBER Working Papers 9873, National Bureau of Economic Research, Inc.
- Marianne Bertrand & Sendhil Mullainathan, 2003. "Are emily and greg more employable than lakisha and jamal? A field experiment on labor market discrimination," Natural Field Experiments 00216, The Field Experiments Website.
- Jens, Agerström & Carlsson, Rickard & Rooth, Dan-Olof, 2007. "Ethnicity and obesity: evidence of implicit work performance stereotypes in Sweden," Working Paper Series 2007:20, IFAU - Institute for Evaluation of Labour Market and Education Policy.
- Rooth, Dan-Olof, 2007. "Implicit Discrimination in Hiring: Real World Evidence," IZA Discussion Papers 2764, Institute for the Study of Labor (IZA).
- Joseph G. Altonji & Rebecca M. Blank, .
"Race and Gender in the Labor Market,"
IPR working papers
98-18, Institute for Policy Resarch at Northwestern University.
When requesting a correction, please mention this item's handle: RePEc:eme:ijmpps:v:30:y:2009:i:1/2:p:43-55. See general information about how to correct material in RePEc.
For technical questions regarding this item, or to correct its authors, title, abstract, bibliographic or download information, contact: (Virginia Chapman)
If references are entirely missing, you can add them using this form.