As part of the Horizon Europe project “European Labour Markets Under Pressure – New Knowledge on Pathways to Include Persons in Vulnerable Situations” (PATHS2INCLUDE) they have a vacancy at the Leibniz University Hannover for a postdoctoral position (100%) in the field of labour market and survey research to start on 1 March 2023. The application deadline is on 14th December 2022.
Over at the NCCR on the move blog, there’s a summary of research undertaken jointly with Eva Van Belle on CV Whitening. The blog post takes a step back and embeds considerations of CV Whitening in broader research on ethnic discrimination in the job market and the correspondence tests we use to measure discrimination.
In Western countries, we observe that some employers discriminate against people with a name indicating that they are from a minority group. Research has shown that if you have a name signalling that you are an ‘immigrant’ or belong to an ‘ethnic minority,’ the chances of being invited to a job interview are reduced. Factoring in the potential discrimination, some immigrants and members of ethnic minority groups have been observed to adopt strategies to hide details that show their minority status from their applications.
Correspondence tests have highlighted systematic discrimination in the labour market. In a correspondence test researchers create fictitious applications and send them to real employers and landlords. The applications are constructed in a way to highlight discriminatory practices in cases where minority applicants are invited less often to interviews. On average, applicants from non-neighbouring countries find it much harder to be invited to a job interview.
Considering the discrimination, ‘immigrants’ and members of ethnic minority groups have a clear incentive to hide details from their applications that make their minority statuses apparent. On the contrary, if an employer cannot tell that the applicant is an ‘immigrant’ or belongs to a minority group, the chances of getting invited to an interview have been noted to increase.
Machine translations have come a long way, but are they any good for surveys? Obviously, it’s a hard problem because response categories can be short and there is little context — human translators sometimes get these wrong… So today I played around with automatic translation, and was left wondering what source texts they used so that “nope” is the default translation (register, anyone?)
Joseph Teye and Leander Kandilige share their experience from conducting survey fieldwork during the Covid-19 pandemic on the MIGNEX blog. They include everything, from planning to training and of course the actual fieldwork. There’s a discussion of financial implications, and paramount safety.
For once, it’s not all about Zoom and Skype; no, there’s another world out there!
I am happy to announce a new call for a joint survey, building to a joint publication.
You can contribute (a) survey questions, (b) designs for survey experiments, and (c) interest in survey analysis in the following areas:
— The role of limited information in decisions to migrate
— Aspirations and abilities to migrate
— The role of different narratives of migration
— Immobility (inability or lack of motivation to move)
— Research on the role of trust in migration decisions
— Health and migration
The survey will probably be fielded in Ghana, Kenya, Nigeria, South Africa, or a combination of these countries in October 2020.
You are embedded in a university in a Subsaharan African
country or in Switzerland, and study human migration in any relevant discipline.