Are Joris and Renske more employable than Rashid and Samira? A study on the prevalence and sources of ethnic discrimination in recruitment in the Netherlands using experimental and survey data

This study brings together four research lines from different scientific disciplines to expand existing knowledge on the pervasiveness of ethnic discrimination in recruitment and the circumstances under which discrimination is more likely to occur: (1) field experiments on discrimination in recruitment, conducted by economists and sociologists, that have been crucial to our knowledge of the prevalence of discrimination but have taught us less about the sources of discrimination; (2) laboratory experiments on interethnic behavior, mainly conducted by psychologists, that provide the opportunity to closely examine conditions that shape discrimination but have so far neglected behavior related to inequality, like hiring; (3) studies on interethnic attitudes, mainly conducted by sociologists, that have provided valuable insights in the mechanisms that underlie interethnic attitudes but cannot ensure that the same factors influence interethnic behavior; and (4) research on the distinction between explicit and implicit attitudes, developed by psychologists, that has shown that both types of attitudes may influence actions but has so far ignored behaviors related to inequality. The main aim of this study is twofold: (1) assess to what extent ethnic discrimination occurs in recruitment processes via online résumé databases in the Netherlands to gain insight in the prevalence of discrimination in recruitment via new channels and provide insight in the role of discrimination in different phases of recruitment procedures; (2) examine under which individual and contextual conditions ethnic discrimination in recruitment is more likely to occur, i.e. when or where ethnic discrimination in recruitment is more likely to arise, who is more likely to discriminate, and who is more likely to be discriminated against. We build upon theoretical approaches from sociology and psychology. First, we draw from two key theoretical approaches within research on determinants of interethnic attitudes to derive expectations on determinants of discriminatory behavior: Ethnic Competition Theory and Contact Theory. Second, we derive predictions on conditions that shape ethnic discrimination from a relatively new line of research within the psychological literature that focuses on the distinction between explicit and implicit attitudes. The key assumption in this literature is that in addition to explicit attitudes that can be controlled and are expressed consciously there are implicit attitudes which can influence actions without intention or awareness. We use a combination of methods: field and laboratory experiments, surveys and reaction time tasks. Results provide strong evidence of discrimination: majority applicants have a 50% higher chance that their résumé is viewed on online résumé databases and are 60% more likely to receive a positive reaction from employers than (equivalent) minority candidates. Discrimination occurs in all sectors, all occupational levels and hits male and female minority applicants. In economically less prosperous times, employers discriminate more. Those who have more positive interethnic social contacts and those with higher educational achievements or backgrounds are less likely to discriminate; males and those with a religious (Christian) background are more likely to discriminate. Finally, discrimination is not always the result of conscious (explicit) processes; unconscious (implicit) negative associations with ethnic minorities also increases the chances that people discriminat

Are Joris and Renske more employable than Rashid and Samira? A study on the prevalence and sources of ethnic discrimination in recruitment in the Netherlands using experimental and survey data

This study brings together four research lines from different scientific disciplines to expand existing knowledge on the pervasiveness of ethnic discrimination in recruitment and the circumstances under which discrimination is more likely to occur: (1) field experiments on discrimination in recruitment, conducted by economists and sociologists, that have been crucial to our knowledge of the prevalence of discrimination but have taught us less about the sources of discrimination; (2) laboratory experiments on interethnic behavior, mainly conducted by psychologists, that provide the opportunity to closely examine conditions that shape discrimination but have so far neglected behavior related to inequality, like hiring; (3) studies on interethnic attitudes, mainly conducted by sociologists, that have provided valuable insights in the mechanisms that underlie interethnic attitudes but cannot ensure that the same factors influence interethnic behavior; and (4) research on the distinction between explicit and implicit attitudes, developed by psychologists, that has shown that both types of attitudes may influence actions but has so far ignored behaviors related to inequality. The main aim of this study is twofold: (1) assess to what extent ethnic discrimination occurs in recruitment processes via online résumé databases in the Netherlands to gain insight in the prevalence of discrimination in recruitment via new channels and provide insight in the role of discrimination in different phases of recruitment procedures; (2) examine under which individual and contextual conditions ethnic discrimination in recruitment is more likely to occur, i.e. when or where ethnic discrimination in recruitment is more likely to arise, who is more likely to discriminate, and who is more likely to be discriminated against. We build upon theoretical approaches from sociology and psychology. First, we draw from two key theoretical approaches within research on determinants of interethnic attitudes to derive expectations on determinants of discriminatory behavior: Ethnic Competition Theory and Contact Theory. Second, we derive predictions on conditions that shape ethnic discrimination from a relatively new line of research within the psychological literature that focuses on the distinction between explicit and implicit attitudes. The key assumption in this literature is that in addition to explicit attitudes that can be controlled and are expressed consciously there are implicit attitudes which can influence actions without intention or awareness. We use a combination of methods: field and laboratory experiments, surveys and reaction time tasks. Results provide strong evidence of discrimination: majority applicants have a 50% higher chance that their résumé is viewed on online résumé databases and are 60% more likely to receive a positive reaction from employers than (equivalent) minority candidates. Discrimination occurs in all sectors, all occupational levels and hits male and female minority applicants. In economically less prosperous times, employers discriminate more. Those who have more positive interethnic social contacts and those with higher educational achievements or backgrounds are less likely to discriminate; males and those with a religious (Christian) background are more likely to discriminate. Finally, discrimination is not always the result of conscious (explicit) processes; unconscious (implicit) negative associations with ethnic minorities also increases the chances that people discriminat

Gespreksnotitie t.b.v. rondetafelgesprek discriminatie en racisme vaste Tweede Kamercommissie Binnenlandse Zaken

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Examining ethno-religious labor market inequalities among women in the Netherlands

Contains fulltext : 204107.pdf (Publisher’s version ) (Closed access)This study examines inequalities in labor market outcomes between ethnic-majority women and Muslim-minority women with a Moroccan or Turkish background in the Netherlands. It provides a comprehensive assessment of ethno-religious labor market gaps and investigates how a relatively broad range of explanatory factors are (differently) related to these gaps. We use nationally representative data from the Netherlands Longitudinal Lifecourse Study (2009), which oversamples minorities and contains high-quality measures of a comparatively broad array of potential explanations. Results reveal that Muslim-minority women less often have paid work, face longer job-search periods and hold lower status jobs than majority women. Interestingly, minority women work more hours than majority women in the Netherlands. These gaps are generally smaller for the second generation than the first generation. Our results show that human capital is a key factor that is associated with ethno-religious labor market gaps, but social capital, family features, gender role attitudes and veiling also play a role. Gaps in search duration and job status can be accounted for by these explanatory factors to a greater extent than those for paid work. Moreover, explanatory factors are related to the different gaps in different ways.14 p

Ethnic discrimination in recruitment and decision makers' features: Evidence from laboratory experiment and survey data using a student sample

Contains fulltext : 129915.pdf (publisher's version ) (Closed access)This article examines which individual-level factors are related to people's likelihood of discriminating against ethnic minority job applicants. It moves beyond describing to what extent discrimination occurs by examining the role of individuals' interethnic contacts, education and religion in shaping their behavior towards ethnic minority job applicants. We derive expectations from theories from the interethnic attitudes literature. Data are collected via (1) a laboratory experiment in which student participants (n = 272) reviewed r,sum,s of fictitious applicants who varied regarding ethnicity, gender, education and work experience and (2) a survey amongst the same participants. During the experiment, participants assess applicants' suitability for a job and select applicants for an interview. Additionally, participants complete a questionnaire including questions on several personal and background features. Results show that individuals who have more positive interethnic contacts, higher educational levels and higher educated parents are less likely to discriminate against ethnic minority applicants. Individuals whose parents are church members are more likely to discriminate, as are males. We find interesting differences regarding the role of decision makers' features between different stages of the recruitment process. First assessments of applicants' suitability for a job are predominantly affected by applicants' features. Differences between decision makers here are relatively small. Eventual choices about which applicants to invite for a job interview, however, are affected by both applicants' and decision makers' features; here differences between decision makers are more pronounced. Theoretical implications of these findings are discussed.24 p

Black box tussen aanbod, werving en selectie van vrouwen: Onderzoek naar genderpraktijken in de benoemingen voor leden van RvB's en RvC's in het Nederlandse bedrijfsleven

Contains fulltext : 162255.pdf (publisher's version ) (Open Access)Dit onderzoek gaat over de valkuilen in het wervings- en selectieproces, waardoor vrouwen minder kans maken benoemd te worden. Opvallend is dat de onderzoekers stellen dat bedrijven die moeite doen om een vrouw te vinden, daar ook in slagen. De geschikte vrouwen zijn er wel, maar zonder inspanning worden ze niet gevonden. Deze vrouwen kunnen gevonden worden door een expliciete wens te uiten een vrouw te benoemen, het juiste search bureau een duidelijke opdracht te geven en het loslaten van het klassieke profiel voor een benoeming dat vaak meer van hetzelfde vraagt. De rol van executive search bureaus is opvallend. De onderzoekers vonden in een enkel geval dat een van deze bureaus geen vrouw voordroeg, ook al was het de wens van het bedrijf om wel een vrouw te benoemen. De onderzoekers stellen mede daarom dat goede intenties alleen niet genoeg zijn, er moet ook naar gehandeld worden door controle te houden op het proces, hierop te reflecteren en zo nodig ook te interveniëren.42 p

Gender equality in appointments of board members: The role of multiple actors and their dynamics

Contains fulltext : 219573.pdf (publisher's version ) (Open Access)Prior research has demonstrated the role of gender in recruitment and selection processes. We contribute to this literature by moving beyond studying persisting barriers for women and exploring collective practices that can contribute to gender equality. Drawing on in-depth case studies of recent appointments to corporate boards in the Netherlands, we examine the role of multiple actors and their collective strategies and dynamic interactions. This way, we provide a better understanding of the possibilities of multiple actors to bring about change or reinforce the status quo. Our findings reveal, first, that a group of ‘moderate change agents' are crucial for outcomes of appointment procedures. Second, we identify three practices of coalitions of change agents that further the change agenda: seeking support, mobilizing moderate actors and counterbalancing routines. Our results suggest that if frontrunners receive support from and mobilize moderate change agents, routine gender practices can successfully be challenged and countered, as moderates give support and legitimacy to more radical actors and can bridge the gap between the latter and resisters.15 p

The gender gap in job authority: Do social network resources matter?

Contains fulltext : 219502.pdf (publisher's version ) (Open Access)Women generally have less job authority than men. Previous research has shown that human capital, family features and contextual factors cannot fully explain this gender authority gap. Another popular explanation holds that women's career opportunities are limited because their social networks comprise less beneficial contacts and resources than men's. Yet, the role of social networks has received little attention in empirical research seeking to explain the gender gap in job authority. This study examines to what extent gender differences in social networks exist and are related to the gender authority gap. Drawing on two strands of social network theory, we develop hypotheses about the role of network diversity and network status. We test these hypotheses using representative longitudinal data from the NEtherlands Longitudinal Lifecourse Study (2009–2013). Results reveal that women generally had less diverse occupational networks in terms of contacts' occupations and were less likely to know managers than men, network features which are found to be significantly related to job authority. Controlling for these gender differences in networks leads to a reduction of the observed gender authority gap that is statistically significant but modest in substantive terms.19 p