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.

Moa Bursell

I am a researcher in sociology and research leader at the Institute for Futures Studies. I am also teaching at the Department of Sociology, Stockholm University. I received my doctorate at Stockholm U

Completed projects since 2015. Agenta Algorithms in public decision-making Anxieties of democracy Can AI in job recruitment enhance the inclusion of disadvantaged groups? Can we change a discriminatory beh

Fernando Filgueira, Senior researcher at CIPPEC (Argentina) and CIESU (Uruguay), and lead author for the UN-Women Gender Progress Report for Latin America and the Caribbean. ABSTRACT As countries in Lat

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 

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