The Reverse Gender Gap in Ethnic Discrimination: Employer Priors against Men and Women with Arabic Names

Mahmood Arai, Moa Bursell and Lena Nekby

No 11-09, DULBEA Working Papers from ULB -- Universite Libre de Bruxelles

Abstract: We examine differences in the intensity of employer priors against men and women with Arabic names in Sweden by testing how much more work experience is needed to eliminate the disadvantage of having an Arabic name on job applications. Employers are first sent CVs of equal merits in a field-experiment setup. Arabic-named CVs are thereafter enhanced with more relevant work experience than Swedishnamed CVs. Results indicate a reverse gender gap in employer priors as initial differences in call-backs disappear for female applicants when CVs for Arabic-named applications are enhanced, but remain strong and significant for male applicants. Thus, contrary to what is often assumed about the interaction of gender and ethnicity, we find that Arabic men face stronger discrimination in the labor market than Arabic women.

Keywords: Employment Gaps; Ethnicity; Gender; Discrimination; Field Experiments (search for similar items in EconPapers)
JEL-codes: J15 J16 J71 (search for similar items in EconPapers)
Date: 2011-07-02
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Citations: View citations in EconPapers (9)

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Working Paper: The Reverse Gender Gap in Ethnic Discrimination: Employer Priors against Men and Women with Arabic Names (2011)
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