Article summary with Pakistani in the UK and Norway: different contexts, similar disadvantage. Results from a comparative field experiment on hiring discrimination by Larsen & Stasio - 2019

Introduction

Larsen and Stasio (2019) investigate hiring discrimination against Pakistani immigrants in the UK and Norway. They employ a harmonized correspondence test to compare discrimination levels across these two countries with contrasting labor market policies and immigration histories. Their study challenges the notion that more open and diverse societies like the UK automatically lead to less discrimination than countries like Norway with stricter immigration policies.

Methodology

The authors conducted a field experiment where fictitious resumes with Pakistani and majority-group names were sent to real job advertisements in both countries. They measured discrimination by comparing callback rates between the two groups.

Results

• Both Pakistani applicants in the UK and Norway faced significantly lower callback rates compared to the majority group.
• Discrimination was more pronounced in Norway: While statistically significant, the difference in callback rates was smaller in the UK.
• No evidence was found for an interaction effect: The gap in callback rates between groups remained relatively consistent across different occupations and industries.

Conclusion

Despite significant differences in immigration policies and social contexts, Pakistani immigrants in both the UK and Norway experience similar levels of hiring discrimination. This finding challenges the assumption that open and diverse societies automatically translate to less discrimination.

Discussion

• The study highlights the pervasive nature of ethnic discrimination regardless of national context.
• It raises questions about the effectiveness of existing anti-discrimination policies and the need for more targeted interventions.
• The authors acknowledge limitations, such as the use of fictitious resumes and the possibility of unobserved factors influencing callback rates.
• They call for further research to explore the specific mechanisms underlying discrimination and to develop more effective anti-discrimination strategies.

Overall

This research provides valuable evidence of the ongoing challenge of ethnic discrimination in hiring practices, even in seemingly more inclusive societies. By comparing two contrasting contexts, Larsen and Stasio offer insights that can inform policy and practice aimed at promoting fairer and more equitable labor markets for all.