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New Evidence of Ethnic and Gender discriminations in the French Labor Market using experimental data: A ranking extension of correspondence testings

  • Emmanuel Duguet

    ()

    (TEPP - Travail, Emploi et Politiques Publiques - CNRS : FR3435 - Université Paris-Est Marne-la-Vallée (UPEMLV), ERUDITE - Equipe de Recherche sur l'Utilisation des Données Individuelles Temporelles en Economie - Université Paris-Est Créteil Val-de-Marne (UPEC) : EA437 - Université Paris-Est Marne-la-Vallée (UPEMLV))

  • Loïc Du Parquet

    (TEPP - Travail, Emploi et Politiques Publiques - CNRS : FR3435 - Université Paris-Est Marne-la-Vallée (UPEMLV), GAINS - Groupe d'Analyse des Itinéraires et des Niveaux Salariaux - Université du Maine)

  • Yannick L'Horty

    ()

    (TEPP - Travail, Emploi et Politiques Publiques - CNRS : FR3435 - Université Paris-Est Marne-la-Vallée (UPEMLV), ERUDITE - Equipe de Recherche sur l'Utilisation des Données Individuelles Temporelles en Economie - Université Paris-Est Créteil Val-de-Marne (UPEC) : EA437 - Université Paris-Est Marne-la-Vallée (UPEMLV))

  • Pascale Petit

    (TEPP - Travail, Emploi et Politiques Publiques - CNRS : FR3435 - Université Paris-Est Marne-la-Vallée (UPEMLV), EPEE - Centre d'Etudes des Politiques Economiques - Université d'Evry-Val d'Essonne)

We extend the standard hiring discrimination measure by including the cases where several candidates are invited to the same interview. The new measure considers the order in which the employer will contact the candidates as opposed to considering only whether or not a job applicant is invited to an interview - a practice common in the previous literature. We propose to apply the first order stochastic dominance (FOSD) criterion to the ranking of the candidates, which appears to be especially relevant for hiring discrimination. We show theoretically that FOSD always implies a positive value for the standard discrimination coefficient used in the literature, and that the converse is false. We apply our analysis to a correspondence testing that has been conducted in the Paris region. We sent 8 fictitious candidates with a Master's degree to the same 310 job offers in computing in order to measure gender and origin discrimination. We found that - out of 28 possible comparisons - there are 25 cases of stochastic dominance that we interpret as strong discrimination against some candidates. In our application, the standard discrimination coefficient tends to underestimate the degree of discrimination.

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Paper provided by HAL in its series Working Papers with number halshs-00856235.

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Date of creation: Sep 2012
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Handle: RePEc:hal:wpaper:halshs-00856235
Note: View the original document on HAL open archive server: http://halshs.archives-ouvertes.fr/halshs-00856235
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  1. Michael Firth, 1981. "Racial discrimination in the British labor market," Industrial and Labor Relations Review, ILR Review, Cornell University, ILR School, vol. 34(2), pages 265-272, January.
  2. David Neumark & Roy J. Bank & Kyle D. Van Nort, 1995. "Sex Discrimination in Restaurant Hiring: An Audit Study," NBER Working Papers 5024, National Bureau of Economic Research, Inc.
  3. DUGUET Emmanuel & PETIT Pascale, 2004. "Hiring discrimination in the French financial sector: an econometric analysis on field experiment data," Labor and Demography 0411006, EconWPA.
  4. Judith Rich & Peter Riach, 2002. "Field experiments of discrimination in the market place," Natural Field Experiments 00328, The Field Experiments Website.
  5. James J. Heckman, 1998. "Detecting Discrimination," Journal of Economic Perspectives, American Economic Association, vol. 12(2), pages 101-116, Spring.
  6. Kenney, Genevieve M & Wissoker, Douglas A, 1994. "An Analysis of the Correlates of Discrimination Facing Young Hispanic Job-Seekers," American Economic Review, American Economic Association, vol. 84(3), pages 674-83, June.
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