Measuring discrimination facing ethnic minority job applicants: an Irish experiment
Measuring discrimination facing ethnic minority job applicants: an Irish experiment
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衡量少数族裔求职者面临的歧视：爱尔兰实验
DOI：
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发表时间：
2011
期刊：
影响因子：
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通讯作者：
P. Lunn
中科院分区：
文献类型：
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作者：
F. McGinnity;P. Lunn
雇主歧视在劳动力市场匹配中的作用经常被承认，但很难量化。劳动力市场的“种族惩罚”中有哪一部分是由于招聘歧视造成的？这项实验在爱尔兰尚属首次，通过向都柏林地区的广告空缺职位发送来自爱尔兰和少数族裔候选人的近 500 份同等简历，明确地衡量了这一点。我们发现，爱尔兰名字的候选人被要求面试的可能性是非洲、亚洲或德国名字的候选人的两倍多。按照国际标准，这种歧视率很高，并且在少数群体之间没有差异。我们在本文中讨论了偏见和成见在歧视中的作用，认为我们的发现可能与爱尔兰是一个“新移民”国家、没有既定的少数群体和有凝聚力的民族认同这一事实有关。
The role of employer discrimination in labour market matching is often acknowledged but challenging to quantify. What part of the ‘ethnic penalty’ in the labour market is due to recruitment discrimination? This experiment, the first of its kind in Ireland, explicitly measured this by sending out nearly 500 equivalent CVs from Irish and minority candidates in response to advertised vacancies in the greater Dublin area. We find that candidates with Irish names are over twice as likely to be called to interview as are candidates with an African, Asian or German name. This discrimination rate is high by international standards, and does not vary between minority groups. We develop the discussion of the role of prejudice and stereotypes in discrimination in this article, arguing that our findings may be linked to the fact that Ireland is a ‘new immigration’ country, with no established minority groups and a cohesive national identity.