Tag Archives | Discrimination

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Teachers are the evaluators of academic merit. Identifying if their assessments are fair or biased by student-ascribed status is critical for equal opportunity but empirically challenging, with mixed previous findings. We test status characteristics beliefs, statistical discrimination, and cultural capital theories with a pre-registered factorial experiment on a large sample of Spanish pre-service teachers (n = 1, 717). This design causally identifies, net of ability, the impact of student-ascribed characteristics on teacher short- and long-term assessments, improving prior studies’ theory testing, confounding, and power. Findings unveil teacher bias in an essay grading task favoring girls and highbrow cultural capital, aligning with status characteristics and cultural capital theories. Results on teachers’ long-term expectations indicate statistical discrimination against boys, migrant origin, and working-class students under uncertain information. Unexpectedly, ethnic discrimination changes from teachers favoring native origin in long-term expectations to migrant origin in short-term evaluations, suggesting compensatory grading. We discuss the complex roots of discrimination in teacher assessments as an educational (in)equality mechanism.

This work is licensed under a Creative Commons Attribution 4.0 International License.

Carlos J. Gil-Hernández∗: Department of Statistics, Computer Science, Applications, University of Florence
∗Corresponding author, E-mail: carlos.gil@unifi.it

Irene Pañeda-Fernández: WZB Berlin Social Science Center
E-mail: irene.paneda@wzb.eu

Leire Salazar: Institute for Public Goods and Policies, Consejo Superior de Investigaciones Científicas
E-mail: leire.salazar@cchs.csic.es

Jonatan Castaño Muñoz: Departamento de Didática y Organización Educativa, Universidad de Sevilla
E-mail: jcastanno@us.es

Acknowledgements: This project has been funded through the JRC Centre for Advanced Studies and the project Social Classes in the Digital Age (DIGCLASS). Jonatan Castaño Muñoz acknowledges the support of a) the ‘Ramón y Cajal’ grant RYC2020-030157 funded by MCIN/AEI/10.13039/501100011033 and by “ESF Investing in your future”; and b) University of Seville “VI University research plan” (VI plan propio de investigación). We thank Lilian Weikert, William Foley, Zbigniew Karpiñski, David Martínez de Lafuente, Alberto López, and Mario Spiezio for their valuable feedback and support. We also thank the participants at the following venues where we presented earlier versions of the article: the ‘Experiments on Social Inequality’ Workshop at Sciences Po-LIEPP, the ‘Colloquium of the Migration and Diversity Department’ at the WZB Berlin Social Science Centre, the ECSR Thematic Conference ‘Effort and Social Inequality’ and ‘2024 IC3JM Conference’ at Carlos III-Juan March Institute of Social Sciences, the FES ‘Inequality and Social Stratification Committee Workshop’ in Oviedo, the ‘Education and Social Inequalities Seminar’ at University of Sevilla, the ‘CLIC Seminar Series’ at the European University Institute, the SISEC conference in Cagliari, and the FES National Congress in Sevilla.

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Replication Package: Data and replication code are publicly accessible at the GitHub repository: https://zenodo.org/doi/10.5281/zenodo.12666534. The hypotheses and research design were publicly pre-registered with a pre-analysis plan (PAP) before data collection and analysis at the Open Science Foundation repository: https://doi.org/10.17605/OSF.IO/DZB3S.

Citation: J. Gil-Hernández, Carlos, Irene Pañeda-Fernández, Leire Salazar, Jonatan Castaño Muñoz, 2024. “Teacher Bias in Assessments by Student Ascribed Status: A Factorial Experiment on Discrimination in Education” Sociological Science 11: 743-776.
Received: January 6, 2024
Accepted: July 9, 2024
Editors: Ari Adut, Stephen Vaisey
DOI: 10.15195/v11.a27

"Was It Me or Was It Gender Discrimination?" How Women Respond to Ambiguous Incidents at Work

By Parker Webservices on September 11, 2023 in Articles

Laura Doering, Jan Doering, András Tilcsik

Sociological Science September 11, 2023
10.15195/v10.a18

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Research shows that people often feel emotional distress when they experience a potentially discriminatory incident but cannot classify it conclusively. In this study, we propose that the ramifications of such ambiguous incidents extend beyond interior, emotional costs to include socially consequential action (or inaction) at work. Taking a mixed-methods approach, we examine how professional women experience and respond to incidents that they believe might have been gender discrimination, but about which they feel uncertain. Our interviews show that women struggle with how to interpret and respond to ambiguous incidents. Survey data show that women experience ambiguous incidents more often than incidents they believe were obviously discriminatory. Our vignette experiment reveals that women anticipate responding differently to the same incident depending on its level of ambiguity. Following incidents that are obviously discriminatory, women anticipate taking actions that make others aware of the problem; following ambiguous incidents, women anticipate changing their own work habits and self-presentation. This study establishes ambiguous gendered incidents as a familiar element of many women’s work lives that must be considered to address unequal gendered experiences at work.

This work is licensed under a Creative Commons Attribution 4.0 International License.

Laura Doering: Rotman School of Management, University of Toronto
E-mail: laura.doering@rotman.utoronto.ca

Jan Doering: Department of Sociology, University of Toronto
E-mail: jan.doering@utoronto.ca

András Tilcsik: Rotman School of Management, University of Toronto
E-mail: andras.tilcsik@rotman.utoronto.ca

Acknowledgements: For their feedback on previous drafts, we thank Anne Bowers, Clayton Childress, Stefan Dimitriadis, Angelina Grigoryeva, Wyatt Lee, Sida Liu, Ryann Manning, Kim Pernell-Gallagher, Lauren Rivera, Patrick Rooney, Sameer Srivastava, and Ezra Zuckerman, and the Toronto Group of Seven, as well as seminar audiences at Cornell University, McGill University, and the University of Toronto. We gratefully acknowledge research assistance from Abigail Alebachew, Claire Corsten, Pablo Guzmán Lizardo, Branchie Mbofwana, Kristen McNeill, Priyanka Saini, and Vincent Zhang. This research was undertaken, in part, thanks to funding from the Canada Research Chairs Program, the Social Sciences and Humanities Research Council, and the Institute for Gender and the Economy.

Citation: Doering, Laura, Doering, Jan, and Tilcsik, András. 2023. “‘Was It Me or Was It Gender Discrimination?’ How Women Respond to Ambiguous Incidents at Work” Sociological Science 10: 501-533.
Received: March 8, 2023
Accepted: April 29, 2023
Editors: Ari Adut, Kristen Schilt
DOI: 10.15195/v10.a18

Racially Distinctive Names Signal Both Race/Ethnicity and Social Class

By Parker Webservices on December 12, 2022 in Articles

Charles Crabtree, S. Michael Gaddis, John B. Holbein, Edvard Nergård Larsen

Sociological Science December 12, 2022
10.15195/v9.a18

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Researchers studying discrimination and bias frequently conduct experiments that use racially distinctive names to signal race or ethnicity. The evidence that these studies provide about racial discrimination depends on the assumption that the names researchers use differ only based on perceived race and not some other factor. In this article, we assess this common assumption using data from five different studies (n = 1,004; 2,002; 1,035; 5,631; 1,858) conducted at different times across four separate survey platforms (Lucid Marketplace, Lucid Theorem, MTurk, and Prolific). We find evidence that names commonly used to signal race/ethnicity also influence perceptions about socioeconomic status and social class. Specifically, we observe that Americans tend to think that individuals with names typically used by Black and Hispanic people have lower educational attainment and income and are of a lower social class. Even when we present respondents with the educational attainment of a named individual, respondents still perceive Black people as lower social class than White people. We discuss the implications of these findings for past and future experimental work that uses names to signal race. We also articulate the importance of choosing names that best approximate the quantity that scholars want to estimate.

This work is licensed under a Creative Commons Attribution 4.0 International License.

Charles Crabtree: Department of Government, Dartmouth College
E-mail: crabtree@dartmouth.edu; URL: charlescrabtree.com

S. Michael Gaddis: Senior Research Scientist, NWEA; Department of Sociology, University of California, Los Angeles; and California Center for Population Research
E-mail: mgaddis@soc.ucla.edu; URL: stevenmichaelgaddis.com

John B. Holbein: Frank Batten School of Leadership and Public Policy, University of Virginia
E-mail: holbein@virginia.edu; URL: sites.google.com/site/johnbholbein/

Edvard Nergård Larsen: Department of Sociology and Human Geography, University of Oslo
E-mail: e.n.larsen@sosgeo.uio.no; URL: sv.uio.no/iss/english/people/aca/edvardnl

Acknowledgments: We thank the service workers and small businesses in San Francisco’s Mission District for the bountiful supply of burritos that provided fuel for the authors’ intense writing retreat that resulted in this article. We also thank NBA League Pass.

Citation: Crabtree, Charles, S. Michael Gaddis, John B. Holbein, and Edvard Nergård Larsen. 2022. “Racially Distinctive Names Signal Both Race/Ethnicity and Social Class.” Sociological Science 9: 454-472.
Received: December 4, 2021
Accepted: February 21, 2022
Editors: Jesper Sørensen, Jeremy Freese
DOI: 10.15195/v9.a18

Dog Whistles and Work Hours: The Political Activation of Labor Market Discrimination

By Parker Webservices on March 2, 2022 in Articles

Adam Goldstein, Tod Hamilton

Sociological Science March 2, 2022
10.15195/v9.a3

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Many commentators have suggested that Donald Trump’s 2016 election emboldened discrimination against racial minorities. We focus on changes in weekly work hours among hourly paid employees during the five months following the 2016 election (relative to 12 months prior). Using two-wave panel data from the Current Population Survey, we find that black workers suffered temporary work hours and earnings losses relative to white workers in areas where Trump received greater electoral support. There were no within-person declines among non-Hispanic whites in high-Trump-support areas or among any groups in lower-Trump-support areas. These patterns are not driven by seasonality, industrial composition, or pre-election trends, suggesting that Trump’s victory exacerbated racial disparities where he received strong electoral support. The findings reveal how political events can catalyze surges of discriminatory behavior in labor markets over the short to medium term, and they provide new evidence about the effects of Trump’s early presidency on U.S. race relations.

This work is licensed under a Creative Commons Attribution 4.0 International License.

Adam Goldstein: Department of Sociology and School of International and Public Affairs, Princeton University
E-mail: amg5@princeton.edu

Tod Hamilton: Department of Sociology and Office of Population Research, Princeton University
E-mail: todh@princeton.edu

Acknowledgments: The authors thank seminar participants at Princeton University and Duke University for helpful comments.

Citation: Goldstein, Adam, and Tod Hamilton. 2022. “Dog Whistles and Work Hours: The Political Activation of Labor Market Discrimination.” Sociological Science 9: 40-74.
Received: December 7, 2021
Accepted: December 19, 2021
Editors: Jesper Sørensen, Mario Small
DOI: 10.15195/v9.a3

Bounded Solidarity in Cross-National Encounters: Individuals Share More with Others from Poor Countries but Trust Them Less

By Parker Webservices on September 8, 2020 in Articles

Felix Bader, Marc Keuschnigg

Sociological Science September 8, 2020
10.15195/v7.a17

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Globalization makes cross-national encounters increasingly common. Hesitant cooperation across national, ethnic, and cultural boundaries, however, undercuts the microlevel stabilizers of global integration and, most importantly, the willingness to share with and place trust in members of other social groups. In a 109-country online experiment, we convey information on interaction partners’ nationalities to indicate membership in a broader in- or out-group, cultural distance, and perceived material neediness—or status differences more generally—to 1,674 participants in incentivized games of generosity (dictator game) and trust (trust game). We find consistent evidence for in-group favoritism and—against this benchmark—demonstrate that individuals across the globe share more with but place less trust in interaction partners from poor countries and that cultural distance moderates this status effect.

This work is licensed under a Creative Commons Attribution 4.0 International License.

Felix Bader: Department of Social Sciences, Technical University of Kaiserslautern
E-mail: felix.bader@sowi.uni-kl.de

Marc Keuschnigg: Institute for Analytical Sociology, Linköping University
E-mail: marc.keuschnigg@liu.se

Acknowledgments: We thank Hanna Nau, Leona Przechomski, and Fabian Thiel for excellent research assistance and Amelie Aidenberger, Johanna Gereke, Wojtek Przepiorka, and Heiko Rauhut for discussions. This research received funding from the German Research Foundation (KE 2020/2-1). M.K. further acknowledges the Swedish Research Council (2018-05170). Address correspondence to felix.bader@sowi.uni-kl.de.

Citation: Bader, Felix, and Marc Keuschnigg. 2020. “Bounded Solidarity in Cross-National Encounters: Individuals Share More with Others from Poor Countries but Trust Them Less.” Sociological Science 7: 415-432.
Received: June 5, 2020
Accepted: July 22, 2020
Editors: Jesper Sørensen, Delia Baldassarri
DOI: 10.15195/v7.a17

Do Some Countries Discriminate More than Others? Evidence from 97 Field Experiments of Racial Discrimination in Hiring

By Parker Webservices on June 17, 2019 in Articles

Lincoln Quillian, Anthony Heath, Devah Pager, Arnfinn H. Midtbøen, Fenella Fleischmann, Ole Hexel

Sociological Science, June 17, 2019
10.15195/v6.a18

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Comparing levels of discrimination across countries can provide a window into large-scale social and political factors often described as the root of discrimination. Because of difficulties in measurement, however, little is established about variation in hiring discrimination across countries. We address this gap through a formal meta-analysis of 97 field experiments of discrimination incorporating more than 200,000 job applications in nine countries in Europe and North America. We find significant discrimination against nonwhite natives in all countries in our analysis; discrimination against white immigrants is present but low. However, discrimination rates vary strongly by country: In high-discrimination countries, white natives receive nearly twice the callbacks of nonwhites; in low-discrimination countries, white natives receive about 25 percent more. France has the highest discrimination rates, followed by Sweden. We find smaller differences among Great Britain, Canada, Belgium, the Netherlands, Norway, the United States, and Germany. These findings challenge several conventional macro-level theories of discrimination.

This work is licensed under a Creative Commons Attribution 4.0 International License.

Lincoln Quillian: Department of Sociology, Northwestern University
E-mail: l-quillian@northwestern.edu

Anthony Heath: Centre for Social Investigation, Nuffield College
E-mail: anthony.heath@nuffield.ox.ac.uk

Devah Pager: Deceased, formerly Department of Sociology, Harvard University

Arnfinn H. Midtbøen: Institute for Social Research, Oslo, Norway
E-mail: a.h.midtboen@samfunnsforskning.no

Fenella Fleischmann: Interdisciplinary Social Science, Utrecht University
E-mail: F.Fleischmann@uu.nl

Ole Hexel: Department of Sociology, Northwestern University, and Observatoire Sociologique du Changement, Sciences Po, Paris, France
E-mail: ole.hexel@u.northwestern.edu

Acknowledgements: We have received financial support for this project from the Russell Sage Foundation and the Institute for Policy Research at Northwestern University. We thank Larry Hedges for methodological advice. We dedicate this article to Devah Pager, who learned a little from us and taught us much more.

Citation: Quillian, Lincoln, Anthony Heath, Devah Pager, Arnfinn H. Midtbøen, Fenella Fleischmann, and Ole Hexel. 2019. “Do Some Countries Discriminate More than Others? Evidence from 97 Field Experiments of Racial Discrimination in Hiring.” Sociological Science 6: 467-496.
Received: March 7, 2019
Accepted: April 23, 2019
Editors: Jesper Sørensen, Olav Sorenson
DOI: 10.15195/v6.a18

The Labor Market Value of Taste: An Experimental Study of Class Bias in U.S. Employment

By Parker Webservices on September 12, 2018 in Articles

Kyla Thomas

Sociological Science, September 12, 2018
10.15195/v5.a24

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This article investigates cultural forms of class bias in the middle-income U.S. labor market. Results from an audit study of employment discrimination in four U.S. cities reveal that cultural signals of class, when included in résumés, have a systematic effect on the callback rates of women applying to customer-facing jobs. For these women, displays of highbrow taste—the cultural signals of a higher-class background—generate significantly higher rates of employer callback than displays of lowbrow taste—the cultural signals of a lower-class background. Meanwhile, cultural signals of class have no systematic effect on the callback rates of male and/or non–customer-facing job applicants. Results from a survey-experimental study of 1,428 U.S. hiring managers suggest that these differing patterns of employer callback may be explained by the positive effect of higher-class cultural signals on perceptions of polish and competence and their negative effect on perceptions of warmth.

This work is licensed under a Creative Commons Attribution 4.0 International License.

Kyla Thomas: Center for Economic and Social Research, University of Southern California
E-mail: kylathom@usc.edu

Acknowledgements: I would like to thank Paul DiMaggio for his intellectual guidance and support as well as Viviana Zelizer, Devah Pager, Susan Fiske, David Pedulla, Patrick Ishizuka, René Flores, and participants of the University of Michigan’s Inequality and Family Working Group for their valuable insights and feedback. This research was supported by the Fahs-Beck Fund for Research and Experimentation, Princeton University’s Center for the Study of Social Organization, and an Andrew W. Mellon Foundation/American Council of Learned Societies Dissertation Completion Fellowship.

Citation: Thomas, Kyla. 2018. “The Labor Market Value of Taste: An Experimental Study of Class Bias in U.S. Employment.” Sociological Science 5: 562-595.
Received: November 17, 2017
Accepted: July 15, 2018
Editors: Jesper Sørensen, Kim Weeden
DOI: 10.15195/v5.a24

Are Firms That Discriminate More Likely to Go Out of Business?

By Parker Webservices on September 19, 2016 in Articles

Devah Pager

Sociological Science, September 19, 2016
DOI 10.15195/v3.a36

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Economic theory has long maintained that employers pay a price for engaging in racial discrimination. According to Gary Becker’s seminal work on this topic and the rich literature that followed, racial preferences unrelated to productivity are costly and, in a competitive market, should drive discriminatory employers out of business. Though a dominant theoretical proposition in the field of economics, this argument has never before been subjected to direct empirical scrutiny. This research pairs an experimental audit study of racial discrimination in employment with an employer database capturing information on establishment survival, examining the relationship between observed discrimination and firm longevity. Results suggest that employers who engage in hiring discrimination are less likely to remain in business six years later.

This work is licensed under a Creative Commons Attribution 4.0 International License.

Devah Pager: Department of Sociology & Public Policy, Harvard University
Email: devah_pager@harvard.edu

Acknowledgements: Direct all correspondence to Devah Pager, Department of Sociology, Harvard University, Cambridge, MA 02138, devah_pager@harvard.edu. The author is thankful for feedback from David Neumark, Larry Katz, Jeff Liebman, Ilyana Kuziemko, Bruce Western, and Mitchell Duneier. This research was supported by grants from NSF (CAREER0547810) and NIH (1K01HD053694).

Citation: Pager, Devah. 2016. “Are Firms That Discriminate More Likely to Go Out of Business?” Sociological Science 3: 849-859.
Received: June 29, 2016
Accepted: July 11, 2016
Editors: Jesper Sørensen, Kim Weeden
DOI: 10.15195/v3.a36

Unequal Hard Times: The Influence of the Great Recession on Gender Bias in Entrepreneurial Financing

By Jesper Sorensen on January 6, 2016 in Articles

Sarah Thébaud, Amanda J. Sharkey

Sociological Science, January 6, 2016
DOI 10.15195/v3.a1

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Prior work finds mixed evidence of gender bias in lenders’ willingness to approve loans to entrepreneurs during normal macroeconomic conditions. However, various theories predict that gender bias is more likely to manifest when there is greater uncertainty or when decision-makers’ choices are under greater scrutiny from others. Such conditions characterized the lending market in the recent economic downturn. This article draws on an analysis of panel data from the Kauffman Firm Survey to investigate how the Great Recession affected the gender gap in entrepreneurial access to financing, net of individual and firm-level characteristics. Consistent with predictions, we find that women-led firms were significantly more likely than men-led firms to encounter difficulty in acquiring funding when small-business lending contracted in 2009 and 2010. We assess the consistency of our results with two different theories of bias or discrimination. Our findings shed light on mechanisms that may contribute to disadvantages for women entrepreneurs and, more broadly, highlight how the effects of ascribed status characteristics (e.g., gender) on economic decision-making may vary systematically with macroeconomic conditions.

This work is licensed under a Creative Commons Attribution 4.0 International License.

Sarah Thébaud: Department of Sociology, University of California, Santa Barbara. Email: sthebaud@soc.ucsb.edu.

Amanda J. Sharkey: Booth School of Business, University of Chicago. Email: sharkey@chicagobooth.edu.

Acknowledgments: This research was supported by a National Science Foundation Fellowship and the Center for the Study of Social Organization at Princeton University. We thank Paul DiMaggio, Heather Haveman, Michael Jensen, Johan Chu, Elizabeth Pontikes, Chris Yenkey, seminar participants at Cornell, the Kauffman Foundation, Princeton, and the University of Michigan, and Deputy Editor Olav Sorenson for helpful comments and feedback.