Between Meritocracy and Ethnic Discrimination: The Gender Difference

Mahmood Arai, Moa Bursell () and Lena Nekby
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Moa Bursell: Stockholm University

No 3467, IZA Discussion Papers from Institute of Labor Economics (IZA)

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.

Keywords: correspondence testing; ethnic discrimination; biased testing; gender (search for similar items in EconPapers)
JEL-codes: J15 J16 J71 (search for similar items in EconPapers)
Pages: 26 pages
Date: 2008-04
New Economics Papers: this item is included in nep-cwa
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Citations: View citations in EconPapers (7)

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Related works:
Working Paper: Between Meritocracy and Ethnic Discrimination: The Gender Difference (2008)
Working Paper: Between Meritocracy and Ethnic Discrimination: The Gender Difference (2008)
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