Acta Sociologica Abstract Biased practices by employers have been suggested as one possible cause for the observed gender disparities in labor market outcomes. While US-based laboratory experiments show

We are looking for a postdoctoral researcher in the project “Predicting the diffusion of AI-applications”.

We are looking for a postdoctoral researcher in a project that aims to empirically investigate the psychological impact of online recommendation systems.

European Sociological Review, 2017, Vol. 33, No. 3, 337–348 In research on fatherhood premiums and motherhood penalties in career-related outcomes, employers’ discriminatory behaviours are often argued

Postdoc to do research on social norm change

Norms can be a driver for change, so in order to understand how our societies will develop over time it is important to understand how norms form and change. We are now searching for a postdoc with extra interest in studying this with us at the Institute for Futures Studies!

Gunn Birkelund: Gender discrimination in hiring

Gunn Elisabeth Birkelund, PhD in Sociology is Professor of Sociology in the Department of Sociology and Human Geography at the University of Oslo (since 1999). Her main publications cover labour marke

European Sociological ReviewFull text Abstract Scholars have documented ethnic and gender discrimination across labour markets since the 1970s by using field experiments (correspondence tests) in which

International Migration Review, s. 1-28. DOI: 10.1111/imre.12170 Abstract We examine differences in the intensity of employer stereotypes of men and women with Arabic names in Sweden by testing how much

The Institute for Futures Studies is searching for a researcher for a research project on psychological and sociological differences between voters, depending on what party they would prefer to give t

Social Science Research, vol. 98 Abstract Advanced labor markets are typically stratified by origin with a majority ethnic group occupying more desirable (high-skilled) positions and subordinated ethnic choices reinforce these patterns. This would be the case if employers were more reluctant to hire subordinate minority job applicants for high-skilled positions than for low-skilled occupations. We use experimental correspondence audit data derived from 6407 job applications sent to job openings in the Swedish labor market, where the ‘foreignness’ of the job applicants has been randomly assigned to otherwise equally merited job applications. We find that negative discrimination of job applicants with ‘foreign’ names is very similar in the high-skilled and low-skilled segments of the labor market. There is no significant relative ethnic difference in chances of callbacks by skill level. Because baseline callback rates are higher in high-skilled occupations, discrimination however translates into a significantly larger percentage unit callback difference between ‘natives’ and ‘foreigners’ in these occupations, in particular between male job applicants. That is, the