SULCIS Working Papers, Stockholm University Linnaeus Center for Integration Studies - SULCIS
Between Meritocracy and Ethnic Discrimination: The Gender Difference
(), Moa Bursell
() and Lena Nekby
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 unfavourable 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; (follow links to similar papers)
JEL-Codes: J15; J16; J71; (follow links to similar papers)
24 pages, April 18, 2008
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