Ethnic discrimination in hiring decisions: a meta-analysis of correspondence tests 1990–2015. Issue 7 (27th May 2016)

• Record Type: Journal Article
• Authors: Zschirnt, Eva; Ruedin, Didier
• Is Part Of: Journal of ethnic and migration studies. Volume 42:Issue 7(2016)
• Page Start: 1115
• Page End: 1134
• Publication Date: 2016-05-27
• Subjects: Ethnic discrimination -- hiring -- correspondence test -- meta-analysis -- immigration; Ethnic relations -- Periodicals; Race relations -- Periodicals; Emigration and immigration -- Periodicals; Assimilation (Sociology) -- Periodicals; 305.8005
• DOI: 10.1080/1369183X.2015.1133279
• Languages: English
• ISSNs: 1369-183X

Abstract

ABSTRACT: For almost 50 years field experiments have been used to study ethnic and racial discrimination in hiring decisions, consistently reporting high rates of discrimination against minority applicants – including immigrants – irrespective of time, location, or minority groups tested. While Peter A. Riach and Judith Rich [2002. "Field Experiments of Discrimination in the Market Place." The Economic Journal 112 (483): F480–F518] and Judith Rich [2014. "What Do Field Experiments of Discrimination in Markets Tell Us? A Meta Analysis of Studies Conducted since 2000." In Discussion Paper Series . Bonn: IZA] provide systematic reviews of existing field experiments, no study has undertaken a meta-analysis to examine the findings in the studies reported. In this article, we present a meta-analysis of 738 correspondence tests in 43 separate studies conducted in OECD countries between 1990 and 2015. In addition to summarising research findings, we focus on groups of specific tests to ascertain the robustness of findings, emphasising differences across countries, gender, and economic contexts. Moreover we examine patterns of discrimination, by drawing on the fact that the groups considered in correspondence tests and the contexts of testing vary to some extent. We focus on first- and second-generation immigrants, differences between specific minority groups, the implementation of EU directives, and the length of job application packs.