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Open AccessTechnical Note

Methodology of Correspondence Testing for Employment Discrimination Involving Ethnic Minority Applications: Dutch and English Case Studies of Muslim Applicants for Employment

1
Human Relations Management, Leeds Business School, Leeds Beckett University, Maurice Keyworth Building, Leeds LS2 9JT, UK
2
Public Health Institute, Liverpool John Moores University, 15 Webster Street, Liverpool L3 2ET, UK
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Author to whom correspondence should be addressed.
Soc. Sci. 2017, 6(4), 112; https://doi.org/10.3390/socsci6040112
Received: 27 July 2017 / Revised: 8 September 2017 / Accepted: 22 September 2017 / Published: 26 September 2017
We comment on methodological issues in the use of correspondence testing for discrimination in access to employment—that of submitting identical CVs to employers, but differing by the name (implying their ethnicity) of the candidate. After contrasting changing social structures in Britain and The Netherlands regarding ethnicity and Muslim integration, we report two case studies using correspondence testing for discrimination in employment involving a Muslim woman (in Manchester, England) and a Muslim man (in Rotterdam, Netherlands), outlining the recent socio-political situation concerning ethnic relations in The Netherlands. The methods used indicated apparent discrimination in employment involving both applicants. However, the novel methods we have employed require further verification using both traditional and novel methodologies. Findings from the two case studies are discussed and compared, with further research proposed. View Full-Text
Keywords: employment discrimination; ethnic minorities; Muslims; England; Netherlands; Islamophobia employment discrimination; ethnic minorities; Muslims; England; Netherlands; Islamophobia
MDPI and ACS Style

Abubaker, M.; Bagley, C.A. Methodology of Correspondence Testing for Employment Discrimination Involving Ethnic Minority Applications: Dutch and English Case Studies of Muslim Applicants for Employment. Soc. Sci. 2017, 6, 112.

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