randomly
Emergence of specialized third-party enforcement
PNAS, Vol. 120, No. 24 Abstract The question of how cooperation evolves and is maintained among nonkin is central to the biological, social, and behavioral sciences. Previous research has focused on exp
Do Employers Prefer Fathers? Evidence from a Field Experiment Testing the Gender by Parenthood Interaction Effect on Callbacks to Job Applications
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
A Weighted Configuration Model and Inhomogeneous Epidemics
2011. Journal of Statistics Physics 145:1368-1384. AbstractA random graph model with prescribed degree distribution and degree dependent edge weights is introduced. Each vertex is independently equipped
Completed: Ethnic discrimination in a segmented labor market – when and where does discrimination occur?
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.
Completed: Immigrant responses to xenophobia and discrimination in the Swedish labor market
What strategies do those born abroad use to handle xenophobia and discrimination in the labor market? Are there differences due to gender or class?
Does employer discrimination contribute to the subordinate labor market inclusion of individuals of a foreign background?
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
