Between Meritocracy and Ethnic Discrimination: The Gender Difference
Author(s) / Creator(s)
Arai, Mahmood
Bursell, Moa
Nekby, Lena
Abstract / Description
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 callbacks
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.
Keyword(s)
Geschlecht Diskriminierung Ethnizität Geschlecht Diskriminierung Ethnizität correspondence testing ethnic discrimination biased testing genderPersistent Identifier
Date of first publication
2008
Is part of series
Forschungsinstitut zur Zukunft der Arbeit/ Institute for the Study of Labor: IZA Discussion Paper Series;3467
Citation
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dp3467.pdfAdobe PDF - 191.04KBMD5: 9ffe1f5a887983702d4f68f4459557f1
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There are no other versions of this object.
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Author(s) / Creator(s)Arai, Mahmood
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Author(s) / Creator(s)Bursell, Moa
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Author(s) / Creator(s)Nekby, Lena
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PsychArchives acquisition timestamp2022-11-17T11:04:30Z
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Made available on2008-05-28
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Made available on2015-12-01T10:32:06Z
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Made available on2022-11-17T11:04:30Z
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Date of first publication2008
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Abstract / DescriptionUsing 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 callbacks 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.en
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Persistent Identifierhttps://nbn-resolving.de/urn/resolver.pl?urn:nbn:de:bsz:291-psydok-15896
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Persistent Identifierhttps://hdl.handle.net/20.500.11780/1056
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Persistent Identifierhttps://doi.org/10.23668/psycharchives.9038
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Language of contenteng
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Is part ofIZA Discussion Papers No. 3467
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Is part of seriesForschungsinstitut zur Zukunft der Arbeit/ Institute for the Study of Labor: IZA Discussion Paper Series;3467
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Keyword(s)Geschlechtde
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Keyword(s)Diskriminierungde
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Keyword(s)Ethnizitätde
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Keyword(s)Geschlechtde
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Keyword(s)Diskriminierungde
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Keyword(s)Ethnizitätde
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Keyword(s)correspondence testingen
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Keyword(s)ethnic discriminationen
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Keyword(s)biased testingen
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Keyword(s)genderen
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Dewey Decimal Classification number(s)150
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TitleBetween Meritocracy and Ethnic Discrimination: The Gender Differenceen
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DRO typereport
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Visible tag(s)PsyDok