Numerous correspondence studies have found strong and persistent evidence for racial discrimination in the U.S. labour market. However, since in the majority of studies race was the only variable that was manipulated, it is difficult to disentangle whether it is the ethnic background, the phenotype, the religious affiliation, or a combination of all that drives hiring discrimination. To answer this question, I draw on the theoretical framework of intersectionality and look at the role of ethnicity, as well as religion and non-white phenotype, and how they mediate discrimination outcomes using data from a correspondence study that was conducted across 49 states in the U.S. (N=2,107). The results show that next to racial preferences, employers also have ethnic preferences that influence their hiring decisions. In addition, I find significant evidence for an anti-Muslim bias which is stronger for phenotypical whites than for phenotypical non-whites. Although the overall penalty for applicants who are ascribed non-whites and who additionally have a Muslim affiliation is higher in magnitude, the penalty is not statistically different from the penalty of either being non-white or having a Muslim religious affiliation only. This result is not in line with intersectional theory and suggests that for some employers, one signal of otherness (either non-whiteness or Muslim religious affiliation) is enough to elicit strong bias.

大量的信函研究发现了美国劳动力市场中种族歧视的有力且持久的证据。但是，由于在大多数研究中，种族是唯一被操纵的变量，因此很难弄清种族背景，表型，宗教信仰或所有这些因素共同导致雇用歧视。为了回答这个问题，我借鉴了交叉性的理论框架，研究了种族，宗教和非白人表型的作用，以及他们如何利用来自美国49个州的对应研究数据介导歧视结果。美国（N = 2,107）。结果表明，除了种族偏好之外，雇主还具有种族偏好，这会影响他们的雇用决定。此外，我发现抗穆斯林偏见的重要证据，这种偏见对表型白人比对表型非白人更强。尽管对被归为非白人并另外具有穆斯林隶属关系的申请人的总体罚款幅度较高，但从统计学上讲，该罚款与非白人或仅具有穆斯林宗教信仰的刑罚没有统计学差异。这一结果与交叉理论不符，并且表明对于某些雇主而言，一种其他信号（非白人或穆斯林宗教信仰）足以引起强烈的偏见。从统计学上讲，该刑罚与非白人或仅具有穆斯林宗教信仰的刑罚没有区别。这一结果与交叉理论不符，并且表明对于某些雇主而言，一种其他信号（非白人或穆斯林宗教信仰）足以引起强烈的偏见。从统计学上讲，该刑罚与非白人或仅具有穆斯林宗教信仰的刑罚没有区别。这一结果与交叉理论不符，并且表明对于某些雇主而言，一种其他信号（非白人或穆斯林宗教信仰）足以引起强烈的偏见。