On Marginal Productivity Theory and the Labor Theory of Property. David Ellerman, Visiting scholar at the University of California in Riverside ABSTRACT Neoclassical economics uses the perfectly competit

Anthem Press (2020) A book about the misery and joy of life as a researcher, and on the role of emotions and social relations in research based on the author’s reflections from a life as a researcher a

The labor market has changed in recent decades, demanding a high level of education. Meanwhile, a high percentage of the individuals who have sought refuge in Sweden the past two years have been to sc

Risks, resources and rewards at the frontier of labor market change

How can we shape politics to protect those whose careers are most affected by the labor markets changes? This question is explored in this registry-based analysis of careers in young and innovative companies.

Completed: Inclusion and Exclusion at the Labor Market – an Intersectional Field Experiment

This project will investigate the role of employer hiring discrimination in the reproduction of ethnic and gender segregation, and inequality in the labor market.

Tim Bartley: Popular understandings of labor and environmental problems in global supply chains

Perceptions of distant problems. Popular understandings of labor and environmental problems in global supply chains Tim Bartley is a senior lecturer at the Department of Sociology at Stockholm Univers

This paper suggests that in the US context, workers tend to invest in general human capital since they face little employment protection and low unemployment benefits, while the European model favors

What strategies do those born abroad use to handle xenophobia and discrimination in the labor market? Are there differences due to gender or class?

Within which occupations is discrimination of applicants by ethnicity more common? We examine differences in discrimination and seek knowledge about what mechanisms lie behind this.

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