Search

We ask how human behavior changes when racial discrimination is costly and when choices are risky. By asking N = 4,944 participants in Germany to form a soccer team in a series of online experiments, we measure decision-making in an accessible way. Higher costs of discrimination can reduce disparities, but we show that these costs can also trigger implicit racial bias: participants who received an additional financial incentive to select more skilled soccer players outperformed nonincentivized participants and differentiated less based on skin color. However, when confronted with risky choices in a lottery, incentivized participants are more likely to gamble to avoid players with a darker skin color. That is, racial (minority) markers alter the risk preferences of people when their decisions carry costly consequences. This implicit racial bias may partly explain why members of visible minority groups are regularly discriminated against in real-world competitive markets. [ABSTRACT FROM AUTHOR]

Categorising certain forms of human movement as 'migration' and others as 'mobility' has far-reaching consequences. We introduce the migration–mobility nexus as a framework for other researchers to interrogate the relationship between these two categories of human movement and explain how they shape different social representations. Our framework articulates four ideal-typical interplays between categories of migration and categories of mobility: continuum (fluid mobilities transform into more stable forms of migration and vice versa), enablement (migration requires mobility, and mobility can trigger migration), hierarchy (migration and mobility are political categories that legitimise hierarchies of movement) and opposition (migration and mobility are pitted against each other). These interplays reveal the normative underpinnings of different categories, which we argue are too often implicit and unacknowledged. [ABSTRACT FROM AUTHOR]

Persistent hiring discrimination as demonstrated by correspondence experiments incites immigrant job candidates and their descendants to modify their résumé to hide their immigrant status, that is, résumé whitening. To date, we have little to no empirical evidence on how common this is in practice. We test the extent of résumé whitening with a representative survey of immigrants in Switzerland (N = 7659). Around 9% of the immigrants used some résumé whitening. Immigrants appear to use résumé whitening strategically when experiencing or anticipating discrimination. Future correspondence experiments should take this into account to maximize external validity. [ABSTRACT FROM AUTHOR]

Members of ethnic and racial minorities across North America and Europe continue to face discrimination, for instance, when applying for jobs or seeking housing. Such unequal treatment can occur because societies categorize people into groups along social, cultural, or ethnic and racial lines that seemingly rationalize differential treatment. Research suggests that it may take generations for such differences to decline, if they change at all. Here, we show that a single gesture by international soccer players at the World Cup 2018 – followed by an extensive public debate – led to a measurable and lasting decline in discrimination. Immediately after the galvanizing event, invitation rates to view apartments increased by 6 percentage points for the migrant group represented by the players, while responses to the native population did not change noticeably. We demonstrate that anti‐immigrant behaviour can disband rapidly when the public receives messages challenging the nature of ethnic and racial categories while sharing a common cause. [ABSTRACT FROM AUTHOR]