Between Meritocracy and Ethnic Discrimination: The Gender Difference

Using a two stage correspondence test methodology, this study tests employer priors against job-applicants with Arabic names compared to job-applicants with Swedish names. In the first stage, employers are sent CVs of equal observable quality. Thereafter, in the second stage, the CVs with Arabic names are given an advantage of, on average, two more years of relevant work experience. This setup allows us to test the strength of unfavorable priors against job-applicants with Arabic names and to what degree these priors are revised, on average, when resumes are enhanced. Results indicate no significant differences in call-backs for female applicants when CVs with Arabic names are enhanced. The call-back gap for men however remains large and significant despite a positive adjustment of CVs with Arabic names. This implies that negative priors against male job applicants with Arabic names are not revised by an increase in observable merits.Correspondence Testing; Ethnic Discrimination; Biased Testing; Gender

Between Meritocracy and Ethnic Discrimination: The Gender Difference

Using a two stage correspondence test methodology, this study tests employer priors against job-applicants with Arabic names compared to job-applicants with Swedish names. In the first stage, employers are sent CVs of equal observable quality. Thereafter, in the second stage, the CVs with Arabic names are given an advantage of, on average, two more years of relevant work experience. This setup allows us to test the strength of unfavorable priors against job-applicants with Arabic names and to what degree these priors are revised, on average, when resumes are enhanced. Results indicate no significant differences in call-backs for female applicants when CVs with Arabic names are enhanced. The call-back gap for men however remains large and significant despite a positive adjustment of CVs with Arabic names. This implies that negative priors against male job applicants with Arabic names are not revised by an increase in observable merits.correspondence testing, ethnic discrimination, biased testing, gender

Skärmning av benledare B250 vid hörselundersökningar - En utvärdering av passiva och aktiva skärmningsmetoder för möjliggörandet av pålitliga mätningar vid benledd hjärnstamsaudiometri för 250 Hz.

Abstract Auditory Brainstem Response (ABR) utilizes EEG to study the auditory system. When using bone-conducted sound, magnetic fields generated by the bone conductor interfere with the electrode measurements, and therefore air-conducted sound is primarily used. The purpose of this study is to present a method for shielding these aforementioned magnetic fields, particularly those generated by the bone conductor B250 during an ABR examination at 250 Hz. To achieve this objective, the interference was characterized by performing measurements on a watermelon with the following bone conductors: Radioear B71, Radioear B81, and Transducer B250. The watermelon was stimulated at 250 Hz for various sound levels. The results indicated that the interference is repeatable and that its amplitude increases with the stimulation level for all bone conductors. The tests also indicated that the interference generated by B250 is less significant than the interference generated by the other two bone conductors. Three passive shielding methods were then investigated: a wound copper coil, a copper tube without a lid, and a copper tube with a lid. The B250 conductor was positioned in the center of the different configurations, and measurements were taken at various stimulation levels. While all passive methods showed limited effectiveness, the copper coil yielded the best results. Additionally, an active shielding approach was investigated, involving two copper coils: a measuring coil monitoring B250’s interference and an anti-interference coil reducing the impact of the interference on the electrodes. To prevent the magnetic field generated by the anti-interference coil from affecting the measuring coil, a configuration where there is no mutual inductance was required. To find such a configuration, the coils were placed on top of each other with a partial overlap. The configuration was tested by monitoring the generated voltage. The measurement suggested the existence of such a position, and the same study was subsequently conducted in COMSOL multiphysics to determine a more precise theoretical positioning. The COMSOL study resulted in a position where the mutual inductance is zero, indicating that the shielding method is possible

the overlapping uncertainties of film professionals

Returning to an interpersonal micro-perspective, this chapter centers on the development of ties between the three film professionals Hushang, Kian, and Milad and examines the way they try to generate capital in German and Iranian local and transnational professional social fields. Building on previous research on social capital and the film business, the analysis brings the difficulties of interdependence in internal relations to the forefront. Furthermore, I highlight how systems of value prevailing in different social fields may both intersect and overlap, thus accounting for the fact that agency in different social fields is interconnected. The ways the three men deal with uncertainties deriving from migration and the job market illustrates that people with similar resources may still find very different ways of dealing with barriers to inclusion

What’s in a name? A field experiment test for the existence of ethnic discrimination in the hiring process. SULCIS Working Papers

Abstract This paper provides evidence of extensive ethnic discrimination in the Swedish labour market. A field experiment (correspondence test) that tests employer discrimination has been performed. Pairs of equally merited applications has been sent to job openings, one with a Swedish sounding name and one with a foreign sounding name. Discrimination is measured by documenting the existence of an ethnic difference in call-backs. The results indicate that there is discrimination in all of the occupations that were tested in the experiment, but that the extent of the ethnic discrimination differs between the occupations. An attempt is also made to explain the results applying the theories of statistical discrimination and social distance. JEL Classification: J15, J7

What’s in a name? - A field experiment test for the existence of ethnic discrimination in the hiring process

This paper provides evidence of extensive ethnic discrimination in the Swedish labour market. A field experiment (correspondence test) that tests employer discrimination has been performed. Pairs of equally merited applications has been sent to job openings, one with a Swedish sounding name and one with a foreign sounding name. Discrimination is measured by documenting the existence of an ethnic difference in call-backs. The results indicate that there is discrimination in all of the occupations that were tested in the experiment, but that the extent of the ethnic discrimination differs between the occupations. An attempt is also made to explain the results applying the theories of statistical discrimination and social distance

Ethnic Discrimination, Name Change and Labor Market Inequality : Mixed approaches to ethnic exclusion in Sweden

This thesis consists of four empirical studies on ethnic integration in the Swedish labor market. Studies I-III draw on a field experiment testing ethnic discrimination in the hiring process. Study I documents the existence of employer discrimination in response to equally merited applications with Arabic/African or Swedish names, and shows that foreign-named applicants have to send twice as many applications to receive a callback compared to Swedish-named applicants. Results also suggest that employers in female-dense occupations practice ethnic and gender compensation while employers in male-dense occupations practice only gender compensation. Study II reveals gendered differences in the intensity of employer stereotypes by testing how much more work experience is needed to eliminate the disadvantage of having an Arabic name on a job application. Results indicate a reverse gender gap, as initial differences in call-backs disappear for female applicants when CVs for Arabic-named applications are enhanced but remain strong and significant for male applicants. Study III evaluates criticism directed at residual analysis and field experiments that claims that they tell us nothing about real world discrimination and its long-term effects. By combining experimental and register data, Study III responds to this criticism by showing that the results of Study I correspond closely with real world labor market inequality of identical ‘twins’ (identified through propensity score matching) to the fictive individuals of Study I. Study IV explores the strategies underlying surname change from a Middle Eastern name to a more Swedish sounding one, drawing on 45 interviews with surname changers with a Middle Eastern background. The results indicate that immigrant name change is a pragmatic assimilation strategy. The study also illustrates how the institutional enabling of name change both creates and enables pragmatic assimilation.At the time of the doctoral defense, the following papers were unpublished and had a status as follows: Paper 1: Submitted. Paper 2: Submitted. Paper 3: Manuscript.</p

sj-docx-1-ssi-10.1177_05390184241230397 – Supplemental material for The scope and limits of implicit bias training: An experimental study with Swedish social workers

Supplemental material, sj-docx-1-ssi-10.1177_05390184241230397 for The scope and limits of implicit bias training: An experimental study with Swedish social workers by Moa Bursell in Social Science Information</p