Anti-muslim bias in the Chinese labor market

Hou, Yue; Liu, Chuyu; Crabtree, Charles

doi:10.1016/j.jce.2019.12.001

Cited by 13 publications

(5 citation statements)

References 25 publications

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“…Respondent replies might help shed light on the mechanisms driving any discrimination that they exhibit and thus help researchers identify whether the discrimination they document might be driven by racial animus, social class bias, or something else entirely. In a similar way, researchers could also conduct interviews to document potential mechanisms (Hou, Liu, and Crabtree 2020). Moreover, the social class signal might explain variations in discrimination across contexts where social class is more or less important and signaled more or less explicitly (Gaddis et al 2022b).…”

Section: Discussionmentioning

confidence: 99%

Racially Distinctive Names Signal Both Race/Ethnicity and Social Class

Crabtree¹,

Gaddis²,

Holbein³

et al. 2022

SocScience

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Researchers studying discrimination and bias frequently conduct experiments that use racially distinctive names to signal race or ethnicity. The evidence that these studies provide about racial discrimination depends on the assumption that the names researchers use differ only based on perceived race and not some other factor. In this article, we assess this common assumption using data from five different studies (n = 1,004; 2,002; 1,035; 5,631; 1,858) conducted at different times across four separate survey platforms (Lucid Marketplace, Lucid Theorem, MTurk, and Prolific). We find evidence that names commonly used to signal race/ethnicity also influence perceptions about socioeconomic status and social class. Specifically, we observe that Americans tend to think that individuals with names typically used by Black and Hispanic people have lower educational attainment and income and are of a lower social class. Even when we present respondents with the educational attainment of a named individual, respondents still perceive Black people as lower social class than White people. We discuss the implications of these findings for past and future experimental work that uses names to signal race. We also articulate the importance of choosing names that best approximate the quantity that scholars want to estimate.

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Section: Discussionmentioning

confidence: 99%

Racially Distinctive Names Signal Both Race/Ethnicity and Social Class

Crabtree¹,

Gaddis²,

Holbein³

et al. 2022

SocScience

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“…Margaret Maurer-Fazio, 49 performing a resume audit study, found that Han Chinese females were far likelier to receive a job call back than their Mongolian, Tibetan, and Uyghur counterparts. 50 In a comparable experiment Yue Hou et al 51 found significant evidence of discrimination against Muslim-dominated ethnic groups such as Huis and Uyghurs in the hiring process, with this cohort being 50 per cent less likely to receive a response to online job applications; moreover, higher human capital for this cohort of applicants does not fully attenuate this bias. 52 Similarly, Reza Hasmath and Benjamin Ho 53 found through interviews that ethnic minorities experienced, or perceived, discrimination on the part of prospective employers at each salient stage of the recruitment process.…”

Section: Labour Marketmentioning

confidence: 98%

“…56 Such 'outsider' ethnic minorities are perceived as less productive and lacking in hard skills, compared to the Han Chinese population. 57 They face greater discrimination than Han Chinese and/or other ethnic minority populations. Even when outsider ethnic minority groups do have equivalent qualifications, employers may devalue these qualifications since they perceive them as resulting from affirmative action policies.…”

Section: Labour Marketmentioning

confidence: 99%

“…Hou et al further suggest that employers may prefer to avoid hiring Muslim minorities due to logistical considerations such as the requirement to provide halal food, or the need to accommodate religious prayers, which could be disruptive. 59 Thus, considering the availability of potential Han Chinese and/or other ethnic minority employees, employersnotably in the private sectorhave little incentive to hire outsider ethnic minorities.…”

Section: Labour Marketmentioning

confidence: 99%

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The operations of contemporary Han Chinese privilege

Hasmath

2023

China Information

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This article discusses the conceptual underpinnings and performance of Han Chinese privilege in the People’s Republic of China. It suggests that Han Chinese privilege has gained salience from specific public policies and philosophies of governance. This is aptly viewed across a range of sites, including the labour market and media, and involves state institutions and micro-level everyday interactions between the Han Chinese and the ethnic minority populations. Finally, the article theorizes why a robust Han Chinese privilege discourse has not emerged, and remains largely an unacknowledged concept.

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“…Correspondence studies measuring discrimination by studying employers' reactions to identical resumes with randomly assigned gender, ethnicity, marital status, attractiveness, or other attributes have been conducted in many high-income countries (e.g., Levinson 1975, Riach and Rich 1987, Neumark et al 1996, Bertrand and Mullainathan 2004, Riach and Rich 2006, Booth and Leigh 2010, Carlsson 2011, Zhou et al 2013, Bursell 2014, Maurer-Fazio and Lei 2015, Edelman et al 2017, Asali. et al 2018, Chen 2019, Hou et al 2020, Zhang et al 2021. Some studies such as Booth and Leigh (2010), Carlsson (2011), andZhou et al (2013) explored whether the degree of discrimination depended on nature of the profession.…”

Section: Audit and Correspondence Studiesmentioning

confidence: 99%

Gender Discrimination in Hiring: Evidence from an Audit Experiment in Uzbekistan

Muradova¹,

Seitz²

2021

Policy Research Working Papers

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The Policy Research Working Paper Series disseminates the findings of work in progress to encourage the exchange of ideas about development issues. An objective of the series is to get the findings out quickly, even if the presentations are less than fully polished. The papers carry the names of the authors and should be cited accordingly. The findings, interpretations, and conclusions expressed in this paper are entirely those of the authors. They do not necessarily represent the views of the International Bank for Reconstruction and Development/World Bank and its affiliated organizations, or those of the Executive Directors of the World Bank or the governments they represent.

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Anti-muslim bias in the Chinese labor market

Cited by 13 publications

References 25 publications

Racially Distinctive Names Signal Both Race/Ethnicity and Social Class

Racially Distinctive Names Signal Both Race/Ethnicity and Social Class

The operations of contemporary Han Chinese privilege

Gender Discrimination in Hiring: Evidence from an Audit Experiment in Uzbekistan

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