The GEMM Study: A Cross-National Harmonized Field Experiment on Labour Market Discrimination - Codebook

Lancee, Bram; Birkelund, Gunn Elisabeth; Coenders, Marcel; Stasio, Valentina Di; Reino, Marina Fernandez; Heath, Anthony; Koopmans, Ruud; Larsen, Edvard Nergård; Polavieja, Javier G.; Ramos, María; Soiné, Hannah; Thijssen, Lex; Veit, Susanne; Yemane, Ruta

doi:10.2139/ssrn.3398273

Cited by 20 publications

(27 citation statements)

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“…This is because the years of education required to obtain an occupationally relevant qualification varied among occupations (e.g., jobs in software engineering required a university degree, whereas jobs in the skilled trades required a vocational qualification). For a comprehensive overview of the data collection and coding, see the GEMM Data Codebook (Lancee et al 2019a) and Technical Report (Lancee et al 2019b).…”

Section: Methodsmentioning

confidence: 99%

“…Overall, we expect the gendered nature of racial discrimination to differ across minority groups and labor market segments, depending on the stereotype content of specific gender-race subgroups and the gender typing of the job. To test our predictions, we draw on a large-scale, cross-national field experiment on hiring discrimination conducted as part of the Growth, Equal Opportunities, Migration & Markets project (GEMM; for more detailed information on the study, see Lancee et al 2019a). The experiment followed a factorial design that allowed for orthogonal variation between gender and ethnic/racial background (Di Stasio and Lancee 2020).…”

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confidence: 99%

“…These photos provide variations in phenotype, specifically, skin tone and facial features, and were pretested to be comparable in terms of attractivity and agreeableness. For a detailed overview of the implementation, see the GEMM Codebook(Lancee et al 2019a).The Racialized and Gendered Workplace…”

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confidence: 99%

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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: Methodsmentioning

confidence: 99%

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confidence: 99%

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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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“…The final study in our series is part of a cross-national project with standardized procedures implemented in Britain, Germany, the Netherlands, Norway and Spain in 2016/17 (Lancee et al 2019). Like the study by Bagley and Abubakr, this cross-national study employed the unpaired method of one application per vacancy.…”

Section: The Studiesmentioning

confidence: 99%

Racial discrimination in Britain, 1969–2017: a meta‐analysis of field experiments on racial discrimination in the British labour market

Heath

Stasio

2019

British Journal of Sociology

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Field experiments represent the gold standard for determining whether discrimination occurs. Britain has a long and distinguished history of field experiments of racial discrimination in the labour market, with pioneering studies dating back to 1967 and 1969. This article reviews all the published reports of these and subsequent British field experiments of racial discrimination in the labour market, including new results from a 2016/17 field experiment. The article finds enduring contours of racial discrimination in Britain. Firstly, there is an enduring pattern of modest discrimination against white minorities of European heritage in contrast to much greater risks of discrimination faced by the main non‐white groups, suggesting a strong racial component to discrimination. Secondly, while there is some uncertainty about the magnitude of the risks facing applicants with Chinese and Indian names, the black Caribbean, black African and Pakistani groups all face substantial and very similar risks of discrimination. Thirdly, there is no significant diminution in risks of discrimination over time either for Caribbeans or for South Asians as a whole. These results are broadly in line with those from the ethnic penalties literature, suggesting that discrimination is likely to be a major factor explaining the disproportionately and enduringly high unemployment rates of ethnic minorities.

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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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The GEMM Study: A Cross-National Harmonized Field Experiment on Labour Market Discrimination - Codebook

Cited by 20 publications

References 0 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

Racial discrimination in Britain, 1969–2017: a meta‐analysis of field experiments on racial discrimination in the British labour market

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

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