This chapter aims to provide an exhaustive list of all (i.e. 90) correspondence studies on hiring discrimination that were conducted between 2005 and 2016 (and could be found through a systematic search). For all these studies, the direction of the estimated treatment effects is tabulated. In addition, a discussion of the findings by discrimination ground is provided.

The authors empirically test the cross-sectional relationship between hiring discrimination and labor market tightness at the level of the occupation. To this end, they conduct a correspondence test in the youth labor market. In line with theoretical expectations, results show that, compared to natives, candidates with a foreign-sounding name are equally often invited to a job interview if they apply for occupations for which vacancies are difficult to fill; but, they have to send out twice as many applications for occupations for which labor market tightness is low. Findings are robust to various sensitivity checks.

Standard-Nutzungsbedingungen:Die Dokumente auf EconStor dürfen zu eigenen wissenschaftlichen Zwecken und zum Privatgebrauch gespeichert und kopiert werden.Sie dürfen die Dokumente nicht für öffentliche oder kommerzielle Zwecke vervielfältigen, öffentlich ausstellen, öffentlich zugänglich machen, vertreiben oder anderweitig nutzen.Sofern die Verfasser die Dokumente unter Open-Content-Lizenzen (insbesondere CC-Lizenzen) zur Verfügung gestellt haben sollten, gelten abweichend von diesen Nutzungsbedingungen die in der dort genannten Lizenz gewährten Nutzungsrechte. In addition, we are grateful to the Steunpunt SSL of the Flemish government for the used SONAR data. The authors assume the sole scientific responsibility of the present work. Terms of use: Documents in2 | O v e r e d u c a t i o n a t t h e s t a r t o f t h e c a r e e r -s t e p p i n g s t o n e o r t r a p ?

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Recent evidence from large-scale field experiments has shown that employers use job candidates' unemployment duration as a sorting criterion. In the present study, we investigate what underlies this pattern. To this end, we conduct a survey experiment in which employers make hiring decisions concerning fictitious job candidates who have experienced spells of unemployment of different length. In addition, candidates are rated on several statements that are central to four signals often associated with unemployment: (i) a signal of trainability, (ii) a signal of other fixed skills, (iii) a signal of skill loss, and (iv) a signal of negative evaluation by other employers. We use these ratings to estimate a multiple mediation model, in which the effect of the duration of unemployment on hiring intentions is mediated by the four signals. Our findings indicate that longer unemployment spells are mainly perceived by employers as a signal of lower motivation and, as a result, the long-term unemployed have lower chances to be hired or even be invited to a job interview. Understanding the reasons why employers are reluctant to hire the longterm unemployed is crucial to devise proper activation measures to facilitate their re-employment. Our study is a contribution in this direction.

provide direct evidence for hiring discrimination based on ethnicity: job applications with native names receive between 14 and 50 percent more positive callbacks than applications with non-native names in the US, Germany and Belgium. However, identifying discrimination is one thing; tackling it is another.To combat labour market discrimination effectively, we need to understand its underlying mechanisms. As reviewed by Guryan & Charles (2013), the leading explanations for labour market discrimination still go back to the theoretical models of taste-based discrimination, as introduced by Becker (1957), and statistical discrimination, as introduced by Phelps (1972) and Arrow (1973). In the model of taste-based discrimination, members of the majority experience a disutility from interacting with minority workers and are willing to pay a financial price to avoid such interactions. Becker (1957) describes three sources of discriminatory tastes: employers, co-workers and customers. Statistical discrimination occurs when employers examine statistics about a group's average performance to predict a particular applicant's productivity as a time-efficient and profit-maximising response to imperfect information about the actual productivity of the individual job candidate.As reviewed by Guryan & Charles (2013), most papers attempting to answer the question whether taste-based or statistical discrimination is a more appropriate explanation for unequal treatment in the labour market have conducted indirect assessments: they have measured whether particular patterns in economic data square predictions of the model being tested. The problem with this literature is that testing between the two models is only convincing to the degree that a particular pattern is explicable exclusively by one model, a challenge that is, as shown by Guryan & Charles (2013), rarely met. Recent work, however, has attempted to test more essential arguments of the taste-based model or the statistical discrimination model in explaining labour market discrimination (see Bertrand

Purpose The purpose of this paper is to explore the mechanisms underlying hiring discrimination against transgender women. Design/methodology/approach The authors conduct a scenario experiment in which fictitious hiring decisions are made about transgender or cisgender female job candidates. In addition, these candidates are scored on statements related to theoretical reasons for hiring discrimination given in the literature. The resulting data are analysed by means of a multiple mediation model. Findings The results suggest that prejudices with respect to the health of transgender individuals mediate unfavourable treatment of them. However, this mechanism is compensated by a beneficial perception concerning transgender women’s autonomy and assertiveness. Social implications Targeted policy measures are needed given the substantial labour market discrimination against transgender individuals measured in former studies. However, to combat this discrimination effectively, one needs to understand its underlying mechanisms. This study provides a first exploration of these mechanisms. Originality/value This study innovates in being the first to explore the relative empirical importance of dominant (theoretical) explanations for hiring discrimination against transgender women. Thereby, the authors take the logical next step in the literature on labour market discrimination against transgender individuals.