This paper studies ethnic discrimination in Germany’s labour market with a correspondence test. We send two similar applications to each of 528 advertisements for student internships, one with a Turkish-sounding and one with a German-sounding name. A German name raises the average probability of a callback by about 14%. Differential treatment is particularly strong and significant in smaller firms at which the applicant with the German name receives 24% more callbacks. Discrimination disappears when we restrict our sample to applications including reference letters which contain favourable information about the candidate’s personality. We interpret this finding as evidence for statistical discrimination.
Contents
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Requires Authentication UnlicensedEthnic Discrimination in Germany’s Labour Market: A Field ExperimentLicensedNovember 30, 2019
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Requires Authentication UnlicensedMonetary Policy Delegation and Transparency of Policy Targets: A Positive AnalysisLicensedNovember 30, 2019
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Requires Authentication UnlicensedThe Distorting Impact of Capital ControlsLicensedNovember 30, 2019
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Requires Authentication UnlicensedHow German Labor Courts Decide: An Econometric Case StudyLicensedNovember 30, 2019
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Requires Authentication UnlicensedCatching Growth Determinants with the Adaptive LassoLicensedNovember 30, 2019
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Requires Authentication UnlicensedHas Inflation Persistence Changed under EMU?LicensedNovember 30, 2019
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Requires Authentication UnlicensedIs there a Core of Macroeconomics that Euro Area Forecasters Believe In?LicensedNovember 30, 2019