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- Asali, Pignatti, and Skhirtladze (2018) found that hiring discrimination was positively moderated by the effects of economic downturn, which is in line with predictions of Becker’s (1971) tastebased discrimination theory. Financial penalty Differences in discrimination when discriminatory conducted is financially penalised.
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- B. Statistical Discrimination Firm size Discrimination moderated by the size of the firm. Baert, De Meyer, Moerman, and Omey (2018) hypothesised that larger firms tend to discriminate less than smaller firms as having a dedicated, formalised human resources department and a greater capacity to process applications leads to being able to acquire more accurate information about job applicants. The results show no relationship between firm size and hiring discrimination, unlike predictions based on statistical discrimination theory. First- and secondgeneration minorities Differences in discrimination as a consequence of perceived dissimilarity in skills or competencies (e.g. language skills or educational attainment) between first- and second-generation minorities.
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- Notes. ‘I’ denotes ‘inclusion’. ‘E’ denotes ‘exclusion’. The SPIDER-framework presented here is based on Cooke, Smith, and Booth (2012). Table 2. Overview of the various measurement operationalisations of taste-based and statistical labour market discrimination on the basis of ethnicity in the selected studies (1) Operationalisation (2) Description (3) Illustration A. Taste-Based Discrimination Co-worker contact Differences in discrimination between high- and low-contact jobs with regard to co-workers.
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Quillian, L., Heath, A., Pager, D., Midtbøen, A., Fleischmann, F., & Hexel, O. (2019). Do some countries discriminate more than others? Evidence from 97 field experiments of racial discrimination in hiring. Sociological Science, 6, 467–496. doi:10.15195/v6.a18 Quillian, L., Pager, D., Hexel, O., & Midtbøen, A. H. (2017). Meta-analysis of field experiments shows no change in racial discrimination in hiring over time. Proceedings of the National Academy of Sciences, 114(41), 10870–10875. doi:10.1073/pnas.1706255114 Ramachandran, R., & Rauh, C. (2018). Discrimination without taste: how discrimination can spillover and persist. SERIEs, 9(3), 249–274. doi:10.1007/s13209-018-0179-z Rich, J. (2014). What do field experiments of discrimination in markets tell us? A meta analysis of studies conducted since 2000. IZA Discussion Papers, 8584, Institute for the Study of Labor (IZA), Bonn.
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- Statistical learning Discrimination moderated by acquiring additional Altonji and Pierret (2001) found that work experience is related to racial differences in wages. information about employee work experience, skills and competencies. As employers learn about the productivity of their employees, the wage gap rises. However, the rate of increase falls when skill measures are controlled for. Therefore, they concluded that, at best, employers only partially statistically discriminate on the basis of race, which is interpreted as evidence against statistical discrimination. Stereotyping Differences in discrimination due to stereotypical views.
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- Triana, M. del C., Jayasinghe, M., & Pieper, J. R. (2015). Perceived workplace racial discrimination and its correlates: A meta-analysis. Journal of Organizational Behavior, 36(4), 491–513. doi:10.1002/job.1988 Uggen, C., Vuolo, M., Lageson, S., Ruhland, E., & Whitham, K. H. (2014). The edge of stigma: An experimental audit of the effects of low-level criminal records on employment.
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- United Nations (2020). Standard country or area codes for statistical use (M49).
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- Variability in employment and wages Discrimination moderated by variability in wage. Borowczyk-Martins, Bradley, and Tarasonis (2017) found that, in line with predictions of Becker’s (1971) model of taste-based discrimination, the lower employment chances and wages of black workers vis-à -vis white workers varied less when looking at jobs requiring higher skills.
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- We are aware that a similar research question has been addressed in previous studies which, in some cases, yielded comparable results (e.g. Decker, Ortiz, & Hedberg, 2015; Pager, 2003; Pager, Western, & Bonikowski, 2009). However, the results of these studies did not show that the absence of information on the applicant’s criminal history (e.g. due to ban-the-box measures) resulted in lower hiring chances for ethnic minorities but merely showed that there is an interaction effect of ethnicity and criminal record on employer call-back—when minority candidates had committed felonies, they were penalised more severely than their majority counterparts. Moreover, the findings of these studies were not interpreted in terms of taste-based or statistical discrimination and hence not included in this review, in line with our eligibility criteria. n
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