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Warm and competent Hassan = Cold and incompetent Eric: A Harsh equation of real-life hiring discrimination
Linnaeus University, Faculty of Health, Social Work and Behavioural Sciences, School of Education, Psychology and Sport Science. (Linnaeus University Centre for Labour Market and Discrimination Studies)
Lunds universitet.
Lunds universitet.ORCID iD: 0000-0002-6456-5735
Linnaeus University, Faculty of Business, Economics and Design, Linnaeus School of Business and Economics. (Linnaeus University Centre for Labour Market and Discrimination Studies)
2012 (English)Report (Other academic)
Abstract [en]

Little is known about how individuating information about job applicants influences ethnic discrimination. In the present field experiment, we sent out 5,636 job applications varying how Swedish (in-group) and Arab (out-group) applicants presented themselves in terms of two fundamental dimensions of social judgment: warmth and competence. Results indicate substantial discrimination where Arab applicants receive fewer invitations to job interviews. Furthermore, conveying a warmer or more competent personality increases invitations. However, appearing both warm and competent seems to be especially important for Arab applicants. In conclusion, the results show that Arab applicants need to appear warmer and more competent than Swedish applicants to be invited equally often. The practical importance of signaling warmth and competence in labor market contexts is discussed.

Place, publisher, year, edition, pages
Linnéuniversitetet , 2012. , 12 p.
Working paper series / Linnaeus University Centre for Labour Market and Discrimination Studies, 2012:9
National Category
Social Sciences
Research subject
Economy, Economics
URN: urn:nbn:se:lnu:diva-31025OAI: diva2:676816
Available from: 2013-12-06 Created: 2013-12-06 Last updated: 2015-02-12Bibliographically approved

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Agerström, JensCarlsson, RickardRooth, Dan-Olof
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