Muslim by default or religious discrimination? Results from a cross-national field experiment on hiring discrimination

Stasio, Valentina Di; Lancee, Bram; Veit, Susanne; Yemane, Ruta

doi:10.1080/1369183x.2019.1622826

Cited by 117 publications

(66 citation statements)

References 35 publications

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“…We refrain from formulating clear expectations toward the racial perceptions of applicants signaling a background from the MENAP group, given the lack of research on their perceived masculinity or femininity, but we expect them to experience substantial discrimination partly driven by Islamophobia (Di Stasio et al 2019; Larsen and Di Stasio 2019) and the salience of the Islam religion as a bright symbolic boundary in the European context (Foner and Alba 2008). It is also possible that Muslim men are associated with threat or masculinity.…”

Section: Theorymentioning

confidence: 99%

The Racialized and Gendered Workplace: Applying an Intersectional Lens to a Field Experiment on Hiring Discrimination in Five European Labor Markets

Stasio

Larsen

2020

Soc Psychol Q

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We draw on a field experiment conducted in five European countries to analyze hiring discrimination on the basis of gender and race. We adopt an intersectional perspective and relate existing theories on gender and racial discrimination to recent work on the gendered stereotype content of different races. We find that employers prefer hiring white women over men for female-typed jobs. By contrast, women of color do not have any advantage over men of the same race. Moreover, black and Middle Eastern men encounter the strongest racial discrimination in male-typed jobs, where it is possible that their stereotyped masculinity, made salient by the occupational context, is perceived as threatening. Overall, we argue that the employment chances of applicants of different gender and racial backgrounds are highly dependent on their perceived congruence (or lack thereof) with the feminine or masculine traits of the job they apply to.

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Section: Theorymentioning

confidence: 99%

The Racialized and Gendered Workplace: Applying an Intersectional Lens to a Field Experiment on Hiring Discrimination in Five European Labor Markets

Stasio

Larsen

2020

Soc Psychol Q

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“…A radically different interpretation of these findingsand one in line with taste-based theories of discrimination (Becker 1957) could be that differences in conscious or unconscious prejudice or negative stereotypes (Quillian 2006;Bertrand and Duflo 2017) can explain the different levels of ethnic discrimination in Germany and the Netherlands (see also Di Stasio et al 2021). Yet, survey research does not clearly indicate that levels of prejudice and negative stereotypes about Turkish minorities are more prevalent in the Netherlands than in Germany (Wike, Stokes, and Simmons 2017;European Commission 2018).…”

Section: Discussionmentioning

confidence: 94%

Discrimination against Turkish minorities in Germany and the Netherlands: field experimental evidence on the effect of diagnostic information on labour market outcomes

Thijssen

Lancee

Veit

et al. 2019

Journal of Ethnic and Migration Studies

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Previous studies have found that the labour market outcomes of Turkish minorities are slightly better in Germany than in the Netherlands. In this paper we test one of the explanations: differences in ethnic discrimination in hiring. We use a harmonised field experiment to test whether discrimination against job candidates of Turkish origin (age 23-25) varies across Germany and the Netherlands, while holding individual characteristics of job seekers constant. We find that, compared to majority candidates, job candidates of Turkish origin are on average eleven percentage points less likely to receive a positive call-back. Moreover, we find that discrimination against Turkish minorities is significantly higher in the Netherlands than in Germany. In Germany, job candidates of Turkish origin are five percentage points less likely to receive a call-back than equally qualified majority candidates, whereas in the Netherlands this ethnic gap is fifteen percentage points. However, the presented evidence does not support the often-mentioned argument that the amount of diagnostic information in application materials explains why discrimination against Turkish minorities is lower in Germany. Overall, adding diagnostic information has little effect on the relative employment chances of job applicants of Turkish origin, both in Germany and the Netherlands.

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“…Second, some of the highest levels of racial-ethnic discrimination in hiring among European and North American countries are found in France and Sweden (Quillian et al 2019). Additional work from the excellent cross-national harmonized series of audit studies on racial-ethnic discrimination across Europe and the United States is likely to provide even more nuanced analyses (Di Statsio et al 2019; Lancee 2019; Lancee et al 2019; Larsen and Di Stasio 2019; Ramos, Thijssen and Coenders 2019; Thijssen et al 2019; Veit and Thijssen 2019; Yemane and Fernández-Reino 2019).…”

Section: Evidence Of Racial-ethnic Discrimination From Audit Studiesmentioning

confidence: 99%

Understanding the “How” and “Why” Aspects of Racial-Ethnic Discrimination: A Multimethod Approach to Audit Studies

Gaddis

2019

Sociology of Race and Ethnicity

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Researchers have used audit studies to provide causal evidence of racial discrimination for nearly 60 years. Although audits are an excellent methodological tool to investigate the “what,” “where,” and “when” aspects of racial-ethnic discrimination, audits are less appropriate, by themselves, to investigate the “how” and “why” aspects of racial-ethnic discrimination. In this article, I review why audit studies are necessary to study racial-ethnic discrimination, the evidence from audit studies, and their limitations. I then argue that scholars should adopt a multimethod approach to audit studies to move from documenting the existence of racial-ethnic discrimination to examining how and why racial-ethnic discrimination occurs. Adoption of this multimethod approach will result in a deeper understanding of racial-ethnic discrimination with the potential to shape both opinions and policy surrounding discrimination.

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Muslim by default or religious discrimination? Results from a cross-national field experiment on hiring discrimination

Cited by 117 publications

References 35 publications

The Racialized and Gendered Workplace: Applying an Intersectional Lens to a Field Experiment on Hiring Discrimination in Five European Labor Markets

The Racialized and Gendered Workplace: Applying an Intersectional Lens to a Field Experiment on Hiring Discrimination in Five European Labor Markets

Discrimination against Turkish minorities in Germany and the Netherlands: field experimental evidence on the effect of diagnostic information on labour market outcomes

Understanding the “How” and “Why” Aspects of Racial-Ethnic Discrimination: A Multimethod Approach to Audit Studies

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