The way the labour market functions is a crucial factor in any analysis of the Swedish model, but has all too often been described in theoretical terms. This paper examines the happenings behind the r

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

Social Science Research. doi.org/10.1016/j.ssresearch.2018.03.009 Abstract Ethno-racial workplace segregation increases already existing ethno-racial inequality. While previous research has identified d

Journal of Business Research. Vol. 186 Abstract Employees are increasingly vocal about and attentive toward their organizations’ social policies and practices. Scholars have identified two main channels

International Journal of Public Administration, Vol 40 (7), s 548-558 (2017) DOI:  http://dx.doi.org/10.1080/01900692.2016.1157693 Abstract The article analyses the orientations of political employees in

Working Paper 2016 no. 2(Published in International Journal of Public Administration, Vol 40 (7), pp 548-558  (2017) DOI:  http://dx.doi.org/10.1080/01900692.2016.1157693) This paper analyses the orient

Using employer-employee data covering the whole Swedish economy from 1986 to 2002, this paper examines how job- and worker flows have been distributed across age groups. It finds that the flows vary b

The paper examines how job- and worker flows have been distributed both on an aggregate level and across educational levels using employer-employee data covering the whole Swedish economy from 1986 to

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

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