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Supplemental material, sj-docx-1-mrx-10.1177_01979183221134274 for The Gender Employment Gap among Refugees and the Role of Employer Discrimination: Experimental Evidence from the German, Swedish and Austrian Labor Markets by Flavia Fossati, Carlo Knotz, Fabienne Liechti, and Ihssane Otmani in International Migration Review

In the wake of the recent increase in the inflows of refugees to Europe, governments have made considerable investments in public policies aimed at facilitating the labour market integration of refugees. Despite these efforts, the labour market participation of refugees remains low. This situation raises the question of whether employers actually appreciate these public policies and whether refugees’ participation in specific active labour market policies (ALMPs), such as work practice or wage subsidies, increases their likelihood of being hired. In this paper, we take a novel approach and combine employers’ evaluations of specific ALMPs with their attitudes towards refugees. We argue that these labour market policies can only be successful when employers hold positive attitudes towards refugees in the first place. We investigate this question by means of a factorial survey experiment with employers in Austria, Germany and Sweden. Our results show that, indeed, employers’ evaluations of fictional refugee candidates who participated in ALMPs are influenced by their attitudes towards this group. Participation in these policy measures is regarded positively only by those employers who already hold positive attitudes towards refugees.

This article examines gender bias in the Italian academia, and whether this bias depends on one’s collaborative work and its related conventions across academic disciplines. We carry out the research by relying on status characteristics theory, which is tested via a factorial survey experiment of 2,098 associate and full-time professors employed in Italian public universities in 2019. This is one of the few experiments of the hiring process in academia conducted on a nationally representative population of university professors. Our article focuses specifically on three academic disciplines: humanities, economics, and social sciences. The results indicate that female academics in Italy are penalized for co-authoring. They receive less favorable evaluations of their competence, but only when the evaluator is a male. This gender bias is most pronounced in economics, a discipline where conventions of co-authorship allow for more uncertainty on individual contributions to a joint publication. Overall, the results partially confirm our postulates based on status characteristics theory.

Supplemental material, sj-pdf-1-esp-10.1177_0958928720951112 for Integrating refugees through active labour market policy: A comparative survey experiment by Flavia Fossati and Fabienne Liechti in Journal of European Social Policy

Fatalities, economic losses and losses of reputation can be expected when governments fail to identify crises in the public policy realm. Despite these serious consequences, there is hardly any practical advice in crisis management literature on how to systematically identify and assess unfolding crises. So far, only little and unconsolidated research has been done in the field. With this dissertation, an attempt has been made to overcome this shortcoming. The dissertation can be divided into three main parts or results: a) An in-depth literature analysis in order to receive an upfront understanding and overview of the dispersed field of crisis identification and assessment, and to identify relevant crisis factors in the field; b) an empirical part with a quantitative analysis (cluster analysis) of 28 Swiss crises and on linkages between crisis factors and cases relevant to the identification and assessment of crises; and c) a conceptual part in which the findings of the literature and the empirical analysis are bound into an analytical model for crisis identification and assessment. The three results were each worked up into one dissertation paper. In order to gain a more practice-oriented perspective, the dissertation further entails a demonstration (case analysis) on how a crisis can be analyzed on the basis of the analytical model and an expert-based usability test focusing on the practical applicability of the analytical model. In sum, the dissertation lays a cornerstone for a clear-cut subfield of crisis management and contributes to systematizing the field of crisis identification and assessment in the public policy realm. It shall serve as a basis for the development of analytical tools that may support governmental crisis managers and decision-makers with the identification of crises.

Supplemental material, WES836888_Online_Appendix for Connecting Employers and Workers: Can Recommendations from the Public Employment Service Act as a Substitute for Social Contacts? by Fabienne Liechti in Work, Employment and Society

Supplemental Material, MRX764872_Supplemental_Material for The Matching Hierarchies Model: Evidence from a Survey Experiment on Employers’ Hiring Intent Regarding Immigrant Applicants by Daniel Auer, Giuliano Bonoli, Flavia Fossati, and Fabienne Liechti in International Migration Review

The paper analyses, how a low level of cultural distance and a strong social and cultural integration affects second-generation immigrants’ labour market chances. We address this question by means of a survey experiment carried out with human resources professionals in Switzerland. First, we analyse whether job applicants are evaluated more negatively if their parents stem from a country perceived to be culturally more distant from the host country and whether second-generation applicants whose profile conveys a strong attachment to their culture of origin (language) and engaging in social activities within their community, are evaluated more negatively by prospective employers.

This paper investigates how employers interpret participation in active labor market programs for hiring decisions. Drawing on signaling theory, we assume that employers use program participation as a signal for a candidate’s qualities. On the basis of a factorial survey experiment, we simulated a hiring process for two job positions, a low and mid-skilled one, in the hotel sector. Recruiters were asked to evaluate fictional candidates that differ, among other characteristics, in their participation in active labor market programs. Our results show that employers do use participation in labor market programs as a signal. Its impact can be positive as well as negative, depending on the type of job that is applied for. For low-skill positions, the impact is more positive than for mid-skilled ones. We also show that the signal “participation in a labor market program” interacts with education and, to a lesser extent, nationality. By studying interactions among signals and with job type, this article contributes both, to a better understanding of how job market signaling works as well as to the literature on labor market programs.