Ett experimentell studie genomförd vid Stockholms universitet hittade inga belägg för att arbetsgivare systematiskt gynnade män vid anställningar, oavsett jobbets kvalifikationsgrad.
Do Employers Prefer Fathers? Evidence from a Field Experiment Testing the Gender by Parenthood Interaction Effect on Callbacks to Job Applications
Diskussionsfrågor:
Do Employers Prefer Fathers? Evidence from a Field Experiment Testing the Gender by Parenthood Interaction Effect on Callbacks to Job Applications
Citat:
Abstract
In research on fatherhood premiums and motherhood penalties in career-related outcomes, employers’ discriminatory behaviours are often argued to constitute a possible explanation for observed gender gaps. However, there is as yet no conclusive evidence of such discrimination. Utilizing a field experiment design, we test (i) whether job applicants are subject to recruitment discrimination on the basis of their gender and parenthood status, and (ii) whether discrimination by gender and parenthood is conditional on the qualifications required by the job applied for. We applied for 2,144 jobs in the Swedish labour market, randomly assigning gender and parenthood status to fictitious job applicants. Based on the rate of callbacks, we do not find that employers practise systematic recruitment discrimination on the basis of the job applicants’ gender or parental status, neither in relation to less qualified nor more highly qualified jobs.
In research on fatherhood premiums and motherhood penalties in career-related outcomes, employers’ discriminatory behaviours are often argued to constitute a possible explanation for observed gender gaps. However, there is as yet no conclusive evidence of such discrimination. Utilizing a field experiment design, we test (i) whether job applicants are subject to recruitment discrimination on the basis of their gender and parenthood status, and (ii) whether discrimination by gender and parenthood is conditional on the qualifications required by the job applied for. We applied for 2,144 jobs in the Swedish labour market, randomly assigning gender and parenthood status to fictitious job applicants. Based on the rate of callbacks, we do not find that employers practise systematic recruitment discrimination on the basis of the job applicants’ gender or parental status, neither in relation to less qualified nor more highly qualified jobs.
Diskussionsfrågor:
- Vilken är studiens relevans för vår förståelse av arbetsmarknaden?
- Är detta stöd för att skillnader i mäns och kvinnors löne- och anställningsvillkor mest av allt beror på personliga livsstilsval?
- Om det är sant att arbetsmarknaden (och hela samhället för den delen) bygger på en patriarkal könsmaktsordning, varför blir inte kvinnor mycket mer diskriminerade och förtryckta? Är kvinnor helt enkelt mycket bättre än män på allt, så att de klarar sig lika bra trots diskriminering och förtryck?
