Advanced labor markets are typically stratified by origin with a majority ethnic group occupying more desirable (high-skilled) positions and subordinated ethnic minorities occupying less desirable (low-skilled) positions. The aim of this paper is to investigate whether employer recruitment choices reinforce these patterns. This would be the case if employers were more reluctant to hire subordinate minority job applicants for high-skilled positions than for low-skilled occupations. We use experimental correspondence audit data derived from 6407 job applications sent to job openings in the Swedish labor market, where the ‘foreignness’ of the job applicants has been randomly assigned to otherwise equally merited job applications. We find that negative discrimination of job applicants with ‘foreign’ names is very similar in the high-skilled and low-skilled segments of the labor market. There is no significant relative ethnic difference in chances of callbacks by skill level. Because baseline callback rates are higher in high-skilled occupations, discrimination however translates into a significantly larger percentage unit callback difference between ‘natives’ and ‘foreigners’ in these occupations, in particular between male job applicants. That is, the number of (male) ‘foreign’ job seekers subject to ethnic discrimination in terms of actually being denied a job chance is higher in the highly skilled segment, but the effects on the relative scale do not suggest this to be driven by employers being particularly less welcoming of ‘foreigners’ in this segment.

先进的劳动力市场通常按出身分层，占多数的族裔群体占据更理想的（高技能）职位，而从属少数族裔占据较不理想的（低技能）职位。本文的目的是调查雇主的招聘选择是否强化了这些模式。如果雇主更不愿意为高技能职位雇用下属少数族裔求职者而不是低技能职业，就会出现这种情况。我们使用来自发送到瑞典劳动力市场职位空缺的 6407 份工作申请的实验性通信审计数据，其中求职者的“外来性”被随机分配给其他同样值得的工作申请。我们发现，在劳动力市场的高技能和低技能部分，对具有“外国”姓名的求职者的负面歧视非常相似。根据技能水平，回调的机会没有显着的相对种族差异。由于高技能职业的基线回拨率较高，歧视转化为这些职业中“本地人”和“外国人”之间的单位回拨率差异显着更大，特别是男性求职者之间。那就是 然而，歧视转化为这些职业中“本地人”和“外国人”之间显着更大的百分比单位回拨差异，尤其是男性求职者之间。那就是 然而，歧视转化为这些职业中“本地人”和“外国人”之间显着更大的百分比单位回拨差异，尤其是男性求职者之间。那就是在高技能领域，在实际被剥夺工作机会方面受到种族歧视的（男性）“外国”求职者的数量较高，但相对规模的影响并不表明这是由雇主推动的特别少在这一领域欢迎“外国人”。