Ethnic Discrimination in Hiring Decisions: A Meta-Analysis of Correspondence Tests 1990-2015

Abstract

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. provide systematic reviews of existing feld experiments, no study has undertaken a meta-analysis to examine the fndings in the studies reported. In this article, we present a meta-analysis of 738 correspondence tests in 43 separate studies conducted in OECD countries between 1990 and 2015. In addition to summarising research fndings, we focus on groups of specifc tests to ascertain the robustness of fndings, emphasising diferences across countries, gender, and economic contexts. Moreover we examine paterns of discrimination, by drawing on the fact that the groups considered in correspondence tests and the contexts of testing vary to some extent. We focus on frst-and second-generation immigrants, diferences between specifc minority groups, the implementation of EU directives, and the length of job application packs. Terms of use: Documents in Ethnic Discrimination in Hiring Decisions: A Meta-Analysis of Correspondence Tests 1990-2015 AbstractFor almost 50 years field experiments have been used to study ethnic and racial discrimination in hiring decisions, consistently reporting high rates of discrimination against minority applicants -including immigrants -, irrespective of time, location, or minority groups tested. While Riach and Rich (2002) and Rich (2014) provide systematic reviews of existing field experiments, no study has undertaken a meta-analysis to examine the findings in the studies reported. In this article we present a meta-analysis of 730 correspondence tests in 42 separate studies conducted in OECD countries between 1990 and 2015. In addition to summarizing research findings, we focus on subgroups to ascertain the robustness of findings, emphasizing differences across countries, gender, and economic contexts. Moreover we test hypotheses with regard to taste-based and statistical discrimination. To this end, we draw on the fact that the groups considered in correspondence tests and the contexts of testing vary to some extent. We focus on first-and second generation immigrants, differences between specific minority groups, the implementation of EU directives, and the length of job application packs. There are many indications that ethnic discrimination in hiring decisions reflects taste-based discrimination, although in some cases statistical discrimination seems to occur.

Measuring Hiring Discrimination A History of Field Experiments in Discrimination Research

“…These results have been confirmed and analysed more closely in the recent meta-analysis by Zschirnt and Ruedin (2016).…”

“…Yet, while these articles offer a great overview of studies conducted in the labour, product and housing markets, on ethnic and racial discrimination, sex discrimination, disability discrimination, age discrimination or discrimination by sexual orientation, they provide only a systematic review of the existing field experiments, but stop short of analysing the data they compiled in a further analysis. Looking at field experiments on ethnic and racial discrimination in hiring decisions, this gap has recently been addressed in a meta-analysis by Zschirnt and Ruedin (2016) which systematically analysed 43 correspondence tests that were conducted in OECD countries between 1990 and 2015.…”

Who experiences discrimination in Ireland? Evidence from the QNHS Equality Modules

“…16 What have previous studies found? Zschirnt and Ruedin (2016), in their meta-analysis based on 43 field experiments conducted in OECD countries between 1990 and 2015, 14 Note equality and diversity does not always imply that there needs to be a minority group, for example in the case of gender and age groups. find no clear link between the economic cycle (boom/recession) and discrimination against minorities in recruitment.…”

“…Significant levels of racial and ethnic discrimination in recruitment have been detected in 18 countries; typically, discrimination is higher towards non-white minorities in Western countries (Zschirnt and Ruedin, 2016). In Ireland, McGinnity and Lunn (2011) found that candidates with Irish names were over twice as likely to be invited to interview for advertised jobs as candidates with identifiably non-Irish names (Asian, African or European), even though both submitted equivalent CVs.…”

The citizenship premium

“…However, from an empirical perspective, citizenship does not deliver on its promise. Migrants 2 as such suffer from taste-based and statistical discrimination by employers and lenders (Aalbers, 2007;Blommaert, Coenders, & van Tubergen, 2014;Ross & Tootell, 2004;Zschirnt & Ruedin, 2016), but naturalised migrants still perform worse than natives in the labour and housing market (Enchautegui & Giannarelli, 2015;OECD, 2011), and are more likely to be socially excluded (Hutcheson & Jeffers, 2013). Even though naturalised migrants are constituents of the political community, individuals with a migrant background are underrepresented in legislatures of established electoral democracies (Bird, 2005;Ruedin, 2009).…”