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

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; Thijssen, Lex; Veit, Susanne; Yemane, Ruta; Zwier, Dieuwke

doi:10.2139/ssrn.3398191

Cited by 22 publications

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“…The survey was conducted with the aim of merging its results with the data collected in two large-scale field experiments on ethnic discrimination in hiring (seeLancee et al, 2019;Veit, & Yemane, 2018). It consisted of two parts: first, a short evaluation of the application photographs that were used in the two field experiments (photo evaluation, not relevant for the present study but mentioned for the sake of completeness), and second, a survey on respondents' stereotypical views of the 38 social groups of different countries of origin that were considered in the field experiments (stereotype survey).…”

mentioning

confidence: 99%

‘Society thinks they are cold and/or incompetent, but I do not’: Stereotype content ratings depend on instructions and the social group's location in the stereotype content space

Kotzur

Veit

Namyslo

et al. 2020

British J Social Psychol

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confidence: 99%

‘Society thinks they are cold and/or incompetent, but I do not’: Stereotype content ratings depend on instructions and the social group's location in the stereotype content space

Kotzur

Veit

Namyslo

et al. 2020

British J Social Psychol

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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%

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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“…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 ). 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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The GEMM Study: A Cross-National Harmonized Field Experiment on Labour Market Discrimination: Technical Report

Cited by 22 publications

References 0 publications

‘Society thinks they are cold and/or incompetent, but I do not’: Stereotype content ratings depend on instructions and the social group's location in the stereotype content space

‘Society thinks they are cold and/or incompetent, but I do not’: Stereotype content ratings depend on instructions and the social group's location in the stereotype content space

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

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