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

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

Discrimination of Black and Muslim Minority Groups in Western Societies: Evidence From a Meta-Analysis of Field Experiments

This article examines discrimination against black and Muslim minority groups in 20 Western labor markets. We analyze the outcomes of 94 field experiments, conducted between 1973 and 2016 and representing ∼240,000 fictitious job applications. Using meta-analysis, we find that black minority groups are more strongly discriminated against than non-black minority groups. The degree of discrimination of black minority groups varies cross-nationally, whereas Muslim minority groups are equally discriminated across national contexts. Unexpectedly, discrimination against black minority groups in the United States is mostly lower than in European countries. These findings suggest that racial–ethnic discrimination in hiring can be better understood by taking a multigroup and cross-country perspective

Discrimination of Black and Muslim Minority Groups in Western Societies: Evidence From a Meta-Analysis of Field Experiments

Replication materials of Thijssen, Lex, Frank van Tubergen, Marcel Coenders, Robert Hellpap, and Suzanne Jak. 2021. “Discrimination of Black and Muslim Minority Groups in Western Societies: Evidence From a Meta-Analysis of Field Experiments.” International Migration Review (published online):1–38

Racial and Ethnic Discrimination in Western Labor Markets : Empirical Evidence from Field Experiments

Previous research has provided compelling evidence for the existence of racial and ethnic discrimination in the labor market (Heath and Di Stasio 2019; Quillian et al. 2017, 2019; Zschirnt and Ruedin 2016). So far, however, it has been unclear whether all racial and ethnic minority groups are equally affected by hiring discrimination. Also, much research has been largely descriptive, providing little insights into the sources of racial and ethnic discrimination in hiring. Using a meta-analysis and a cross-national harmonized field experiment, this dissertation provides new evidence about the extent of discrimination against different racial and ethnic minority groups as well as some of the factors that may affect racial and ethnic discrimination in hiring. This dissertation finds that black and non-western minority groups face higher levels of discrimination than western minority groups. These findings suggest that those who already occupy a vulnerable socioeconomic position in society face the highest risk of discrimination in the labor market. Furthermore, the present study provides more insights into the sources of racial and ethnic discrimination in the labor market by considering the impact of diagnostic information about individual productivity, indicators of group productivity, and the social environments wherein hiring takes place (i.e. national- and regional contexts). Broadly, the findings seem to indicate that overall levels of racial and ethnic discrimination cannot be explained by a lack of productivity-relevant information in application materials (cf. Agerström et al. 2012; Koopmans et al. 2018; Vernby and Dancygier 2019) nor by indicators of skill differences between racial and ethnic minority groups. The evidence here rather suggests that racial and ethnic discrimination is related to (employer perceptions about) origin countries and the broader social context in which employers operate, such as national and regional contexts. All in all, these findings indicate that different contexts of reception (Portes and Rumbaut 2001) can have a strong impact on the distribution of labor market opportunities among different racial and ethnic minority groups

Solidariteit over landsgrenzen heen tijdens de coronapandemie

In politieke en maatschappelijke debatten over de rol van overheden en burgers in de samenleving speelt solidariteit een belangrijke rol. Recente internationale gebeurtenissen zoals de coronacrisis en de oorlog in Oekraïne illustreren dat eens te meer. Tijdens de coronacrisis hielpen buren elkaar bijvoorbeeld door boodschappen voor elkaar te doen en bood de overheid financiële steun aan bedrijven. Solidariteit gaat over de verbinding en afhankelijkheden tussen (groepen) personen en kan daarmee bijdragen aan een betere samenleving. Daarom vindt het Sociaal en Cultureel Planbureau (SCP) het waardevol om te verkennen hoe Nederlanders over solidariteit denken en hoe dat zich verhoudt tot de rol die solidariteit bij beleidsvorming heeft. Daarbij staat telkens de vraag centraal: welke risico’s en lasten deel je, met wie en waarom? De komende tijd onderzoeken we de rol van solidariteit binnen diverse actuele beleidsthema’s. In deze eerste publicatie van het kennisdossier ‘Solidariteit onder Nederlanders’ richten we ons op solidariteit tijdens de wereldwijde uitbraak van het coronavirus. De coronapandemie en de maatregelen om het virus af te remmen hadden grote invloed op ieders leven, zowel in Nederland als wereldwijd. Tijdens de pandemie werd de internationale verwevenheid en afhankelijkheid meer zichtbaar. Specifiek zijn we in deze publicatie geïnteresseerd in de rol van solidariteit in het coronabeleid in Europa gericht op bescherming van de gezondheid of bestaanszekerheid van burgers. Solidariteit vormt een van de grondwaarden van het systeem van overheidsvoorzieningen voor burgers in Nederland en in de Europese Unie (EU). Op welke manier is daar tijdens de coronacrisis invulling aan gegeven? Met wie werden de risico’s en lasten (niet) gedeeld en waarom

Racial and Ethnic Discrimination in Western Labor Markets: Empirical Evidence from Field Experiments

Previous research has provided compelling evidence for the existence of racial and ethnic discrimination in the labor market (Heath and Di Stasio 2019; Quillian et al. 2017, 2019; Zschirnt and Ruedin 2016). So far, however, it has been unclear whether all racial and ethnic minority groups are equally affected by hiring discrimination. Also, much research has been largely descriptive, providing little insights into the sources of racial and ethnic discrimination in hiring. Using a meta-analysis and a cross-national harmonized field experiment, this dissertation provides new evidence about the extent of discrimination against different racial and ethnic minority groups as well as some of the factors that may affect racial and ethnic discrimination in hiring. This dissertation finds that black and non-western minority groups face higher levels of discrimination than western minority groups. These findings suggest that those who already occupy a vulnerable socioeconomic position in society face the highest risk of discrimination in the labor market. Furthermore, the present study provides more insights into the sources of racial and ethnic discrimination in the labor market by considering the impact of diagnostic information about individual productivity, indicators of group productivity, and the social environments wherein hiring takes place (i.e. national- and regional contexts). Broadly, the findings seem to indicate that overall levels of racial and ethnic discrimination cannot be explained by a lack of productivity-relevant information in application materials (cf. Agerström et al. 2012; Koopmans et al. 2018; Vernby and Dancygier 2019) nor by indicators of skill differences between racial and ethnic minority groups. The evidence here rather suggests that racial and ethnic discrimination is related to (employer perceptions about) origin countries and the broader social context in which employers operate, such as national and regional contexts. All in all, these findings indicate that different contexts of reception (Portes and Rumbaut 2001) can have a strong impact on the distribution of labor market opportunities among different racial and ethnic minority groups

Discrimination of Black and Muslim Minority Groups in Western Societies: Evidence From a Meta-Analysis of Field Experiments

This article examines discrimination against black and Muslim minority groups in 20 Western labor markets. We analyze the outcomes of 94 field experiments, conducted between 1973 and 2016 and representing ∼240,000 fictitious job applications. Using meta-analysis, we find that black minority groups are more strongly discriminated against than non-black minority groups. The degree of discrimination of black minority groups varies cross-nationally, whereas Muslim minority groups are equally discriminated across national contexts. Unexpectedly, discrimination against black minority groups in the United States is mostly lower than in European countries. These findings suggest that racial–ethnic discrimination in hiring can be better understood by taking a multigroup and cross-country perspective

Acute effects of dietary nitrate on exercise tolerance, muscle oxygenation, and cardiovascular function in patients with peripheral arterial disease

Previous studies have used supplements to increase dietary nitrate intake in clinical populations. Little is known about whether effects can also be induced through vegetable consumption. Therefore, the aim of this study was to assess the impact of dietary nitrate, through nitrate-rich vegetables (NRV) and beetroot juice (BRJ) supplementation, on plasma nitrate and nitrite concentrations, exercise tolerance, muscle oxygenation, and cardiovascular function in patients with peripheral arterial disease. In a randomized crossover design, 18 patients with peripheral arterial disease (age: 73 ± 8 years) followed a nitrate intake protocol (∼6.5 mmol) through the consumption of NRV, BRJ, and nitrate-depleted BRJ (placebo). Blood samples were taken, blood pressure and arterial stiffness were measured in fasted state and 150 min after intervention. Each intervention was followed by a maximal walking exercise test to determine claudication onset time and peak walking time. Gastrocnemius oxygenation was measured by near-infrared spectroscopy. Blood samples were taken and blood pressure was measured 10 min after exercise. Mean plasma nitrate and nitrite concentrations increased (nitrate; Time × Intervention interaction; p < .001), with the highest concentrations after BRJ (494 ± 110 μmol/L) compared with NRV (202 ± 89 μmol/L) and placebo (80 ± 19 μmol/L; p < .001). Mean claudication onset time and peak walking time did not differ between NRV (413 ± 187 s and 745 ± 220 s, respectively), BRJ (392 ± 154 s and 746 ± 176 s), and placebo (403 ± 176 s and 696 ± 222 s) (p = .762 and p = .165, respectively). Gastrocnemius oxygenation, blood pressure, and arterial stiffness were not affected by the intervention. NRV and BRJ intake markedly increase plasma nitrate and nitrite, but this does not translate to improved exercise tolerance, muscle oxygenation, and/or cardiovascular function