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dc.contributor.authorKaas, Leoen_US
dc.contributor.authorManger, Christianen_US
dc.date.accessioned2010-03-09en_US
dc.date.accessioned2010-07-07T12:06:25Z-
dc.date.available2010-07-07T12:06:25Z-
dc.date.issued2010en_US
dc.identifier.urihttp://hdl.handle.net/10419/36152-
dc.description.abstractThis paper studies ethnic discrimination in Germany's labour market with a correspondence test. To each of 528 advertisements for student internships we send two similar applications, 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 percent. Differential treatment is particularly strong and significant at smaller firms at which the applicant with the German name receives 24 percent 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.en_US
dc.language.isoengen_US
dc.publisherIZA Bonnen_US
dc.relation.ispartofseriesIZA Discussion Papers 4741en_US
dc.subject.jelC93en_US
dc.subject.jelJ71en_US
dc.subject.ddc330en_US
dc.subject.keywordEthnic discriminationen_US
dc.subject.keywordhiring discriminationen_US
dc.subject.keywordcorrespondence testen_US
dc.subject.stwEthnische Diskriminierungen_US
dc.subject.stwArbeitsmarktdiskriminierungen_US
dc.subject.stwTürkenen_US
dc.subject.stwArbeitsucheen_US
dc.subject.stwDeutschlanden_US
dc.titleEthnic discrimination in Germany's labour market: a field experimenten_US
dc.typeWorking Paperen_US
dc.identifier.ppn61883852Xen_US
dc.rightshttp://www.econstor.eu/dspace/Nutzungsbedingungen-
Appears in Collections:IZA Discussion Papers, Forschungsinstitut zur Zukunft der Arbeit (IZA)

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