Report

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 gender

Persistent 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

  • Author(s) / Creator(s)
    Arai, Mahmood
  • Author(s) / Creator(s)
    Bursell, Moa
  • Author(s) / Creator(s)
    Nekby, Lena
  • PsychArchives acquisition timestamp
    2022-11-17T11:04:30Z
  • Made available on
    2008-05-28
  • Made available on
    2015-12-01T10:32:06Z
  • Made available on
    2022-11-17T11:04:30Z
  • Date of first publication
    2008
  • 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.
    en
  • Persistent Identifier
    https://nbn-resolving.de/urn/resolver.pl?urn:nbn:de:bsz:291-psydok-15896
  • Persistent Identifier
    https://hdl.handle.net/20.500.11780/1056
  • Persistent Identifier
    https://doi.org/10.23668/psycharchives.9038
  • Language of content
    eng
  • Is part of
    IZA Discussion Papers No. 3467
  • Is part of series
    Forschungsinstitut zur Zukunft der Arbeit/ Institute for the Study of Labor: IZA Discussion Paper Series;3467
  • Keyword(s)
    Geschlecht
    de
  • Keyword(s)
    Diskriminierung
    de
  • Keyword(s)
    Ethnizität
    de
  • Keyword(s)
    Geschlecht
    de
  • Keyword(s)
    Diskriminierung
    de
  • Keyword(s)
    Ethnizität
    de
  • Keyword(s)
    correspondence testing
    en
  • Keyword(s)
    ethnic discrimination
    en
  • Keyword(s)
    biased testing
    en
  • Keyword(s)
    gender
    en
  • Dewey Decimal Classification number(s)
    150
  • Title
    Between Meritocracy and Ethnic Discrimination: The Gender Difference
    en
  • DRO type
    report
  • Visible tag(s)
    PsyDok