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Implicit prejudice and ethnic minorities: Arab-Muslims in Sweden

Agerström, Jens LU and Rooth, Dan-Olof LU (2009) In International Journal of Manpower 30(1/2). p.43-55
Abstract
Purpose – The aim of this paper is to examine whether Swedish employers implicitly/automatically hold negative attitudes toward Arab-Muslims, an ethnic minority group subjected to substantial labor market discrimination in Sweden and, more specifically, associate members of this minority group with lower work productivity, as compared with native Swedes.



Design/methodology/approach – Adapted versions of the Implicit Association Test (IAT; Greenwald et al., 1998) designed to measure implicit attitudes and productivity stereotypes toward Arab-Muslims were used. Corresponding explicit measures were administered.



Findings – The results clearly show that employers have stronger negative implicit attitudes... (More)
Purpose – The aim of this paper is to examine whether Swedish employers implicitly/automatically hold negative attitudes toward Arab-Muslims, an ethnic minority group subjected to substantial labor market discrimination in Sweden and, more specifically, associate members of this minority group with lower work productivity, as compared with native Swedes.



Design/methodology/approach – Adapted versions of the Implicit Association Test (IAT; Greenwald et al., 1998) designed to measure implicit attitudes and productivity stereotypes toward Arab-Muslims were used. Corresponding explicit measures were administered.



Findings – The results clearly show that employers have stronger negative implicit attitudes toward Arab-Muslims relative to native Swedes as well as implicitly perceiving Arab-Muslims to be less productive than native Swedes. Notably, the explicit measures reveal much weaker negative associations.



Practical implications – Since Arab-Muslims are automatically perceived as being less productive, the present findings suggest that negative implicit productivity stereotypes could have significant effects on labor market outcomes, such as when employers make hiring decisions. Given that many hiring decisions are presumably based on “gut-feelings”, implicit attitudes and stereotypes, more so than their explicit counterparts, may exert a substantial impact on how employers contemplate and make decisions regarding human resources.



Originality/value – Whereas traditional research has focused on self-conscious, explicit work-related attitudes toward various ethnic minority groups, the study offers a novel approach to understanding work-related prejudice. (Less)
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author
organization
publishing date
type
Contribution to journal
publication status
published
subject
in
International Journal of Manpower
volume
30
issue
1/2
pages
43 - 55
publisher
Emerald Group Publishing Limited
external identifiers
  • wos:000266754300004
  • scopus:70149114770
ISSN
0143-7720
DOI
10.1108/01437720910948384
language
English
LU publication?
yes
id
69ff062d-1a3a-4b8e-986c-80437a521e07 (old id 1411810)
date added to LUP
2009-06-01 08:50:16
date last changed
2017-11-05 04:04:29
@article{69ff062d-1a3a-4b8e-986c-80437a521e07,
  abstract     = {Purpose – The aim of this paper is to examine whether Swedish employers implicitly/automatically hold negative attitudes toward Arab-Muslims, an ethnic minority group subjected to substantial labor market discrimination in Sweden and, more specifically, associate members of this minority group with lower work productivity, as compared with native Swedes.<br/><br>
<br/><br>
Design/methodology/approach – Adapted versions of the Implicit Association Test (IAT; Greenwald et al., 1998) designed to measure implicit attitudes and productivity stereotypes toward Arab-Muslims were used. Corresponding explicit measures were administered.<br/><br>
<br/><br>
Findings – The results clearly show that employers have stronger negative implicit attitudes toward Arab-Muslims relative to native Swedes as well as implicitly perceiving Arab-Muslims to be less productive than native Swedes. Notably, the explicit measures reveal much weaker negative associations.<br/><br>
<br/><br>
Practical implications – Since Arab-Muslims are automatically perceived as being less productive, the present findings suggest that negative implicit productivity stereotypes could have significant effects on labor market outcomes, such as when employers make hiring decisions. Given that many hiring decisions are presumably based on “gut-feelings”, implicit attitudes and stereotypes, more so than their explicit counterparts, may exert a substantial impact on how employers contemplate and make decisions regarding human resources.<br/><br>
<br/><br>
Originality/value – Whereas traditional research has focused on self-conscious, explicit work-related attitudes toward various ethnic minority groups, the study offers a novel approach to understanding work-related prejudice.},
  author       = {Agerström, Jens and Rooth, Dan-Olof},
  issn         = {0143-7720},
  language     = {eng},
  number       = {1/2},
  pages        = {43--55},
  publisher    = {Emerald Group Publishing Limited},
  series       = {International Journal of Manpower},
  title        = {Implicit prejudice and ethnic minorities: Arab-Muslims in Sweden},
  url          = {http://dx.doi.org/10.1108/01437720910948384},
  volume       = {30},
  year         = {2009},
}