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Between Meritocracy and Ethnic Discrimination: The Gender Difference

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  • 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.

Suggested Citation

  • Arai, Mahmood & Bursell, Moa & Nekby, Lena, 2008. "Between Meritocracy and Ethnic Discrimination: The Gender Difference," IZA Discussion Papers 3467, Institute of Labor Economics (IZA).
    • Handle: RePEc:iza:izadps:dp3467
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    References listed on IDEAS

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    1. Margaret A. Meyer, 1991. "Learning from Coarse Information: Biased Contests and Career Profiles," The Review of Economic Studies, Review of Economic Studies Ltd, vol. 58(1), pages 15-41.
    2. Arai, Mahmood & Billot, Antoine & Lanfranchi, Joseph, 2001. "Learning by helping: a bounded rationality model of mentoring," Journal of Economic Behavior & Organization, Elsevier, vol. 45(2), pages 113-132, June.
    3. Roland G. Fryer & Steven D. Levitt, 2004. "The Causes and Consequences of Distinctively Black Names," The Quarterly Journal of Economics, President and Fellows of Harvard College, vol. 119(3), pages 767-805.
    4. James J. Heckman, 1998. "Detecting Discrimination," Journal of Economic Perspectives, American Economic Association, vol. 12(2), pages 101-116, Spring.
    5. 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.
    6. Riach, Peter A & Rich, Judith, 1991. "Testing for Racial Discrimination in the Labour Market," Cambridge Journal of Economics, Cambridge Political Economy Society, vol. 15(3), pages 239-256, September.
    7. P. A. Riach & J. Rich, 2002. "Field Experiments of Discrimination in the Market Place," Economic Journal, Royal Economic Society, vol. 112(483), pages 480-518, November.
    8. Carlsson, Magnus & Rooth, Dan-Olof, 2007. "Evidence of ethnic discrimination in the Swedish labor market using experimental data," Labour Economics, Elsevier, vol. 14(4), pages 716-729, August.
    9. 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, vol. 27(1), pages 127-147, January.
    10. Bursell, Moa, 2007. "What's in a name? A field experiment test for the existence of ethnic discrimination in the hiring process," SULCIS Working Papers 2007:7, Stockholm University, Linnaeus Center for Integration Studies - SULCIS.
    11. Phelps, Edmund S, 1972. "The Statistical Theory of Racism and Sexism," American Economic Review, American Economic Association, vol. 62(4), pages 659-661, September.
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    Cited by:

    1. Subhasish Dugar & Haimanti Bhattacharya & David Reiley, 2012. "Can'T Buy Me Love? A Field Experiment Exploring The Trade‐Off Between Income And Caste‐Status In An Indian Matrimonial Market," Economic Inquiry, Western Economic Association International, vol. 50(2), pages 534-550, April.
    2. Niknami, Susan, 2010. "Intergenerational Transmission of Education among Immigrant Mothers and their Daughters in Sweden," Working Paper Series 7/2010, Stockholm University, Swedish Institute for Social Research.
    3. Adermon, Adrian & Hensvik, Lena, 2022. "Gig-jobs: Stepping stones or dead ends?," Labour Economics, Elsevier, vol. 76(C).
    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 009, Bahcesehir University, Betam.
    5. 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 2011:12, Stockholm University, Department of Economics.
    6. 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, vol. 27(1), pages 127-147, January.
    7. 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 2011:3, Stockholm University, Linnaeus Center for Integration Studies - SULCIS.

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    More about this item

    Keywords

    correspondence testing; ethnic discrimination; biased testing; gender;
    All these keywords.

    JEL classification:

    • J15 - Labor and Demographic Economics - - Demographic Economics - - - Economics of Minorities, Races, Indigenous Peoples, and Immigrants; Non-labor Discrimination
    • J16 - Labor and Demographic Economics - - Demographic Economics - - - Economics of Gender; Non-labor Discrimination
    • J71 - Labor and Demographic Economics - - Labor Discrimination - - - Hiring and Firing

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