Does work experience mitigate discrimination?

Baert, Stijn; Albanese, Andrea; Gardein, Sofie du; Ovaere, Jolien; Stappers, Jarno

doi:10.1016/j.econlet.2017.03.011

Cited by 39 publications

(36 citation statements)

References 9 publications

(13 reference statements)

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“…Similar to Weichselbaumer (2016), Baert et al (2017), andValfort (2017), we find that positive characteristics mitigate negative impacts of religious practice and ethnicity in job recruitment. Such results provide circumstantial evidence for the importance of statistical discrimination (Haan et al 2017) and biased beliefs (Reuben et al 2014) as potential causes of discrimination against headscarf.…”

Section: Introductionsupporting

confidence: 86%

Headscarf and job recruitment—lifting the veil of labour market discrimination

Leckcivilize

Straub

2018

IZA J Labor Econ

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This paper investigates effects of appearance and religious practice of job applicants on the hiring decision. We asked participants in our laboratory experiment to select fictitious candidates for an interview from a pool of CVs with comparable characteristics but different photos. Some photos were of the same Turkish women with and without a headscarf. We demonstrate the effects of appearance, ethnicity, and veiling simultaneously and propose underlying mechanisms. We find robust effects of appearance but heterogeneous effects of headscarf on callback rates based on types of occupations and recruiters' characteristics. However, positive characteristics mitigate discrimination against headscarf and even reverse it. JEL Classification: J15, J71, C91

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Section: Introductionsupporting

confidence: 86%

Headscarf and job recruitment—lifting the veil of labour market discrimination

Leckcivilize

Straub

2018

IZA J Labor Econ

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“…Second, future studies should evaluate how criminal background interacts with other individual traits, especially those that are known to have a negative impact on people's employability. We know, for example, that immigrants are discriminated against in the labor market in most European countries (see, e.g., Baert et al 2017;Baert and Vujić 2016;Carlsson and Rooth 2007;Midtbøen 2016). Do immigrants with a criminal background then face a double penalty in the hiring situation?…”

Section: Discussionmentioning

confidence: 99%

The employability of ex-offenders: a field experiment in the Swedish labor market

Ahmed

Lång

2017

IZA J Labor Policy

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This paper presents the findings of a field experiment on hiring discrimination against ex-offenders in the Swedish labor market. Matched pairs of written job applications for fictitious male and female applicants with and without a past conviction of assault were sent to employers for nine different occupations. Results show that discrimination against ex-offenders exists, but the extent of it varies across occupations. The past conviction of assault was associated with 7-18 percentage point lower probability of receiving a positive employer response. Discrimination against ex-offenders was pronounced in female-dominated and highskilled occupations. The magnitude of discrimination against ex-offenders did not vary by applicants' sex.JEL Classification: C93, J71, K42

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“…Overall, 34 empirical studies document negative effects, while two studies find no differences between minorities and majorities, and one study reports an-in that particular context-expected positive effect of being from the minority group (Baert 2017, 6). In the specific Flemish context in which we are interested, four studies unanimously document negative effects of minority group names on callbacks (Baert and Vujic 2016;Baert et al 2015Baert et al , 2017Capeau et al 2012). In comparison, evidence of gender discrimination is mixed and heterogeneous across different occupations, with effects indicating both discrimination of men and women as well as no discrimination at all (Baert 2017).…”

Section: Discrimination In Hiring Decisionsmentioning

confidence: 99%

Equal Access to the Top? Representative Bureaucracy and Politicians’ Recruitment Preferences for Top Administrative Staff

Bækgaard

George

2018

Journal of Public Administration Research and Theory

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Although a voluminous literature on representative bureaucracy and minority discrimination suggests that characteristics other than qualifications influence hiring decisions, little is known about whether this also pertains to the top positions in political-administrative organizations. To shed light on this question, we ask how candidate ethnicity, gender, and age affect the recruitment preferences among politicians regarding the candidates for top administrative positions. Our study uses a survey experiment with random assignment of 1,688 Flemish local politicians to one of eight different descriptions of applicants to the leading managerial position of their local authority. We find that ethnic minorities, women, and younger candidates are generally considered more qualified for the job. Moreover, the impact of ethnicity and gender on recruitment preferences is conditional on politicians' ideological predispositions: Left-wing politicians consider ethnic minority candidates more competent, whereas right-wing politicians consider them less representative and are less inclined to invite them for job interviews than candidates from the ethnic majority. Furthermore, politicians furthest to the left are more inclined than right-wing politicians to recognize women as representative of the public at large and support inviting them for job interviews.

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Does work experience mitigate discrimination?

Abstract: We test whether ethnic discrimination is heterogeneous by job candidates' work experience. Fictitious applications are sent to vacancies. We find significant discrimination when candidates have no or little experience but no unequal treatment when they have twenty years of experience.

Cited by 39 publications

References 9 publications

Headscarf and job recruitment—lifting the veil of labour market discrimination

Headscarf and job recruitment—lifting the veil of labour market discrimination

The employability of ex-offenders: a field experiment in the Swedish labor market

Equal Access to the Top? Representative Bureaucracy and Politicians’ Recruitment Preferences for Top Administrative Staff

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