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dc.contributor.authorKaas, Leoen
dc.contributor.authorManger, Christianen
dc.date.accessioned2010-03-09-
dc.date.accessioned2010-07-07T12:06:25Z-
dc.date.available2010-07-07T12:06:25Z-
dc.date.issued2010-
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
dc.language.isoengen
dc.publisher|aInstitute for the Study of Labor (IZA) |cBonnen
dc.relation.ispartofseries|aIZA Discussion Papers |x4741en
dc.subject.jelC93en
dc.subject.jelJ71en
dc.subject.ddc330en
dc.subject.keywordEthnic discriminationen
dc.subject.keywordhiring discriminationen
dc.subject.keywordcorrespondence testen
dc.subject.stwEthnische Diskriminierungen
dc.subject.stwArbeitsmarktdiskriminierungen
dc.subject.stwTürkenen
dc.subject.stwArbeitsucheen
dc.subject.stwDeutschlanden
dc.titleEthnic discrimination in Germany's labour market: a field experiment-
dc.type|aWorking Paperen
dc.identifier.ppn61883852Xen
dc.rightshttp://www.econstor.eu/dspace/Nutzungsbedingungenen

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