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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Do employers discriminate against victims? We address this question and present the findings of a field experiment on hiring discrimination against victims. Matched pairs of written job applications for fictitious victims and nonvictims were sent to 1,117 employers in various labor market sectors. The probability of receiving a job interview invite or a job offer from employers was then estimated. Differences in this probability between the victim and nonvictim applicants were interpreted as discrimination. Results show that victims had a significantly lower probability of receiving a job interview invite or a job offer from employers than nonvictims. The extent of discrimination varied with applicants' sex and occupational characteristics.