ABSTRACT

This article presents the findings of a field experiment on ethnic discrimination against second-generation immigrants in the Finnish labour market. Five job applicants of Finnish, English, Iraqi, Russian and Somali origin sent equivalent job applications to each of 1000 publicly advertised vacancies. They all had identical qualifications, but differed in one respect, that is, their name. The findings strongly suggest the existence of ethnic hierarchical orderings in the labour market. They reflect that locally gained human capital not only does not equalise employment opportunities for immigrants as such but also rewards them differentially based on their origin, with non-European applicants being the least preferred choices. The findings also reveal that discrimination did not only manifest itself in low callback rates for immigrants but also the order in which employers contacted the different applicants. In a further set of 200 job openings tested in which applicants of immigrant origin had two years more experience than the Finnish candidate, the systematic differences in patterns of callback rates remained the same. Drawing on empirical observations, the article suggests that ethnic hierarches prevailing in society can also extend to the realm of labour markets resulting in unequal employment chances for otherwise equal job applicants.

摘要

本文介绍了针对芬兰劳动力市场中针对第二代移民的种族歧视的现场实验的发现。来自芬兰，英语，伊拉克，俄罗斯和索马里的五名求职者分别向1000个公开招聘的职位空缺发送了相同的求职申请。他们都有相同的资格，但在一个方面，即他们的名字不同。这些发现强烈暗示了劳动力市场中种族等级制度的存在。他们反映出，本地获得的人力资本不仅不能使移民本身获得平等的就业机会，而且会根据其出身而给予不同的奖励，其中非欧洲申请人是最不受欢迎的选择。调查结果还表明，歧视不仅表现为移民回电率低，而且还表现为雇主联系不同申请人的顺序。在进一步测试的200个职位空缺中，移民起源的申请人比芬兰候选人拥有两年的经验，回访率模式的系统差异保持不变。根据经验观察，该文章认为，社会上普遍存在的种族等级制度也可以扩展到劳动力市场领域，从而导致本应平等的求职者获得不平等的就业机会。回调率模式的系统差异保持不变。根据经验观察，该文章认为，社会上普遍存在的种族等级制度也可以扩展到劳动力市场领域，从而导致本来平等的求职者获得不平等的就业机会。回调率模式的系统差异保持不变。根据经验观察，该文章认为，社会上普遍存在的种族等级制度也可以扩展到劳动力市场领域，从而导致本来平等的求职者获得不平等的就业机会。