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Cited by 121Names, Identity, and Discrimination ResearchSocial and Intergroup PsychologyGender Diversity and Inequality

The Racialized and Gendered Workplace: Applying an Intersectional Lens to a Field Experiment on Hiring Discrimination in Five European Labor Markets

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Di Stasio, Valentina, Larsen, Edvard N.·2020·Social Psychology Quarterly
DOI 10.1177/0190272520902994
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Abstract

We draw on a field experiment conducted in five European countries to analyze hiring discrimination on the basis of gender and race. We adopt an intersectional perspective and relate existing theories on gender and racial discrimination to recent work on the gendered stereotype content of different races. We find that employers prefer hiring white women over men for female-typed jobs. By contrast, women of color do not have any advantage over men of the same race. Moreover, black and Middle Eastern men encounter the strongest racial discrimination in male-typed jobs, where it is possible that their stereotyped masculinity, made salient by the occupational context, is perceived as threatening. Overall, we argue that the employment chances of applicants of different gender and racial backgrounds are highly dependent on their perceived congruence (or lack thereof) with the feminine or masculine traits of the job they apply to.

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  • Di Stasio & Larsen (2020) found evidence of interaction between gender and race in determining hiring after taking into account interactions with minority group and share of females in occupations.

    “Finally, GEMM results reported by Di Stasio & Larsen (2020) find evidence of interaction between gender and race in determining hiring after taking into account interactions with minority group and share of females in occupations (see also Bursell 2014).”

    From Comparative Perspectives on Racial Discrimination in Hiring: The Rise of Field Experiments (2021) · cites this paper as Di Stasio & Larsen (2020)

  • Results from the GEMM study show lower discrimination against White minorities.

    “Results for a subset of these Table 3. Results from the GEMM study also show lower discrimination against White minorities (Di Stasio & Larsen 2020).”

    From Comparative Perspectives on Racial Discrimination in Hiring: The Rise of Field Experiments (2021) · cites this paper as Di Stasio & Larsen 2020

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Cited by

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Authors
Di Stasio, V., & Larsen, E. N.
Affiliations
  • ERCOMER, Utrecht University, Utrecht, Netherlands
  • University of Oslo (NO)
Corresponding author
Larsen, Edvard N.
ORCID
Larsen, Edvard N.
Venue
Social Psychology Quarterly
Publisher
SAGE Publications
Published
2020-07-03
Volume
83
Issue
3
Pages
229-250
ISSN
  • 0190-2725 (ISSN-L)
  • 1939-8999
DOI
10.1177/0190272520902994
OpenAlex
W3038562421
Cited by
121
References
4
Citations by year
2026: 17 · 2025: 20 · 2024: 29 · 2023: 27 · 2022: 15 · 2021: 12 · 2020: 1
FWCI
17.10
Type
journal article
Language
en
Update notices
correction (2020-08-10)
Open access
Licence
Locations
  • Social Psychology Quarterly (publishedVersion, cc-by)
  • Social Science Open Access Repository (GESIS – Leibniz Institute for the Social Sciences) (submittedVersion, cc-by)
  • Utrecht University Repository (Utrecht University) (submittedVersion, other-oa)
  • NORA - Norwegian Open Research Archives (submittedVersion, cc-by)
  • Utrecht University Repository (Utrecht University) (submittedVersion)
Funders
H2020 European Research Council (649225)
Topics
  • Social Sciences › Sociology and Political Science › Names, Identity, and Discrimination Research
  • Social Sciences › Sociology and Political Science › Social and Intergroup Psychology
  • Social Sciences › Gender Studies › Gender Diversity and Inequality
Keywords
hiring discrimination, gender discrimination, racial discrimination, intersectionality, gender stereotypes, racial stereotypes, job applications, women of color, Black men, masculine traits, feminine traits, European labour market

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