Department of Political Science, Stockholm University, Stockholm, Sweden.
Department of Politics and Woodrow Wilson School of Public and International Affairs, Princeton University, Princeton, New Jersey, United States of America.
PLoS One. 2019 Jul 24;14(7):e0218044. doi: 10.1371/journal.pone.0218044. eCollection 2019.
How pervasive is labor market discrimination against immigrants and what options do policymakers and migrants have to reduce it? To answer these questions, we conducted a field experiment on employer discrimination in Sweden. Going beyond existing work, we test for a large range of applicant characteristics using a factorial design. We examine whether migrants can affect their employment chances-by adopting citizenship, acquiring work experience, or signaling religious practice-or whether fixed traits such as country of birth or gender are more consequential. We find little systematic evidence that immigrants can do much to reduce discrimination. Rather, ethnic hierarchies are critical: callback rates decline precipitously with the degree of ethno-cultural distance, leaving Iraqis and Somalis, especially if they are male, with much reduced employment chances. These findings highlight that immigrants have few tools at their disposal to escape ethnic penalties and that efforts to reduce discrimination must address employer prejudice.
劳动力市场对移民的歧视有多普遍，政策制定者和移民有哪些选择来减少这种歧视？为了回答这些问题，我们在瑞典进行了一项关于雇主歧视的实地实验。我们超越了现有研究，使用因子设计测试了大量申请人特征。我们考察了移民是否可以通过入籍、获得工作经验或表明宗教信仰来影响他们的就业机会，或者像出生地或性别这样的固定特征是否更重要。我们几乎没有发现系统的证据表明移民可以做很多事情来减少歧视。相反，种族等级制度是关键：随着族裔文化距离的增大，回叫率急剧下降，使得伊拉克人和索马里人，尤其是男性，就业机会大大减少。这些发现表明，移民几乎没有办法摆脱种族歧视，减少歧视的努力必须解决雇主的偏见。
