Evidence of ethnic discrimination in the Swedish labor market using experimental data

We present evidence of ethnic discrimination in the recruitment process by sending fictitious applications to real job openings. Applications with identical skills were randomly assigned Middle Eastern- or Swedish-sounding names and applications with a Swedish name receive fifty percent more callbacks for an interview.We extend previous analyses by adding register and interview information on firms/recruiters to the experimental data. We find that male recruiters and workplaces with fewer than twenty employees less often call applications with a Middle Eastern name for an interview.