Di Stasio
Biographic Data
| ID | 26799 |
|---|---|
| NAME | Di Stasio |
| FAMILY NAME | Di Stasio |
| SIGNATURE | DI STASIO |
| AFFILIATIONS | Utrecht University |
| ORCID | 0000-0002-9559-1776 |
| VERIFIED | Yes |
| TOTAL WORKS | 21 |
| TOTAL CITATIONS | 365 |
| WORKS AS AUTHOR | 21 |
| WORKS AS EDITOR | 0 |
| FIRST PUBLICATION YEAR | 2014 |
| LATEST PUBLICATION YEAR | 2026 |
| H-INDEX | 11 |
Discrimination attributions in the workplace
Due to its often-ambiguous nature, workplace discrimination can be difficult to detect. Attributing situations to discrimination is the first step toward challenging and combatting such instances. Following the PRISMA-ScR guidelines, this scoping review synthesizes experimental research on the causal predictors of discrimination attributions in organizational settings. Our systematic literature search yielded 63 experimental studies from 31 artic…
Doing diversity? Analyzing support for diversity policies with a conjoint experiment
Stereotypes about Muslims in the Netherlands
We relied on a content analysis of freely generated stereotypes about Muslims and Muslim-majority immigrant groups from a representative sample of Dutch natives. Building on intersectionality theory and stereotype prototypicality, we hypothesized and found that ethnic-group stereotypes more accurately reflect stereotypes of ethnic-minority men compared with ethnic-minority women and that stereotypes of ethnic-minority women contain more unique el…
Same religion, different treatment. The role of origin country characteristics in employers’ decisions to hire Muslims
Published online: 14 December 2023
Discrimination unveiled
We examine the penalties faced by veiled and unveiled Muslim women when applying for jobs in three European labour markets: Germany, the Netherlands, and Spain. We rely on recent literature comparing public opposition towards Muslims in general and opposition to Muslims' religious practices, such as the wearing of the hijab. Based on a cross-nationally harmonized field experiment on hiring discrimination, we use two different signals of Muslimnes…
The “Big Two” in Hiring Discrimination
We tested whether signaling warmth and competence (“Big Two”) in job applications increases hiring chances. Drawing on a field experimental data from five European countries, we analyzed the responses of employers ( N = 13,162) to applications from fictitious candidates of different origin: native candidates and candidates of European, Asian, or Middle-Eastern/African descent. We found that competence signals slightly increased invitation rates, …
Finding a job after unemployment-education as a moderator of unemployment scarring in Norway and German-speaking Switzerland
Using data collected with a factorial survey experiment in Norway and Switzerland, we analyze how employers react to unemployment spells when screening job applications. Our focus is on whether unemployment scarring varies depending on the applicants' level of education and the duration and timing of the unemployment spell. We find unemployment scars of similar size in the two countries. Interestingly, education moderates the strength of unemploy…
London Calls? Discrimination of European Job Seekers in the Aftermath of the Brexit Referendum
The central question in this article is whether there was greater discrimination against European applicants in the labor market in those English regions where public opinion was more strongly in favor of Brexit. Using a field experiment conducted immediately after the Brexit Referendum, we provide causal evidence that applicants with EU backgrounds faced discrimination when applying for jobs in England. On average, applicants from EU12 countries…
Pakistani in the UK and Norway
Experimental research on ethnic discrimination in labour markets is often concerned with individual-level mechanisms. Structural macro-level drivers of discrimination, however, are more difficult to address. We present the results of a harmonised correspondence test conducted in Norway and the UK, two contexts that differ significantly along several dimensions expected to matter for the prevalence of ethnic discrimination. We focus on discriminat…
Muslim by default or religious discrimination? Results from a cross-national field experiment on hiring discrimination
We use data from a cross-nationally harmonised field experiment to examine discrimination towards Muslim job applicants in five European countries (Germany, the Netherlands, Norway, Spain and the United Kingdom). We focus on job applicants originating from countries that have a substantial Muslim population: of these, some signalled closeness to Islam in their job application while others did not. With this design, we can empirically disentangle …
Ethnic Penalties and Hiring Discrimination
Ethnic minorities fare less well on average in the labour market than their white British counterparts. Experimental research shows that employers discriminate against ethnic minority applicants while hiring, but it is impossible to say from these studies how much of minorities' overall disadvantage - which reflects compositional differences and search behaviour as well as hiring - is due to discrimination. This article connects results from two …
Waarom discrimineren werkgevers, waar en tegen wie? Bevindingen uit het Gemm-project
Amsterdam University Press is a leading publisher of academic books, journals and textbooks in the Humanities and Social Sciences. Our aim is to make current research available to scholars, students, innovators, and the general public. AUP stands for scholarly excellence, global presence, and engagement with the international academic community
The Racialized and Gendered Workplace
We draw on a field experiment conducted in five European countries to analyze hiring discrimination on the basis of gender and race. We adopt an intersectional perspective and relate existing theories on gender and racial discrimination to recent work on the gendered stereotype content of different races. We find that employers prefer hiring white women over men for female-typed jobs. By contrast, women of color do not have any advantage over men…
Understanding why employers discriminate, where and against whom
Racial discrimination in Britain, 1969-2017
Field experiments represent the gold standard for determining whether discrimination occurs. Britain has a long and distinguished history of field experiments of racial discrimination in the labour market, with pioneering studies dating back to 1967 and 1969. This article reviews all the published reports of these and subsequent British field experiments of racial discrimination in the labour market, including new results from a 2016/17 field exp…
Why Are Employers Put Off by Long Spells of Unemployment
Recent evidence from large-scale field experiments has shown that employers use job candidates’ unemployment duration as a sorting criterion. In the present study, we investigate what underlies this pattern. To this end, we conduct a survey experiment in which employers make hiring decisions concerning fictitious job candidates who have experienced spells of unemployment of different length. In addition, candidates are rated on several statements…
Who Is Ahead in the Labor Queue? Institutions' and Employers' Perspective on Overeducation, Undereducation, and Horizontal Mismatches
Using vignettes, this study compares employers' assessments of matched and mismatched job applicants in England and the Netherlands. It contributes to the overeducation literature in several ways. First, matching is measured from the perspective of employers, who are better informed about job requirements than employees. Second, overeducated applicants are compared to matched applicants competing for the same job opening. This shift in focus towa…
Why Does Education Matter to Employers in Different Institutional Contexts? A Vignette Study in England and the Netherlands
We study the process by which employers evaluate and interpret information related to the educational background of job applicants in simulated hiring contexts. We focus on England and the Netherlands, countries with very different education systems and labor-market institutions. Using a vignette study, a quasi-experimental technique, we asked employers to rate a series of r e ́ sum e ́ s of hypothetical job applicants that randomly varied on a n…
Employers' social contacts and their hiring behavior in a factorial survey
From school to fitting work
Although optimal labour market allocation of school leavers benefits individuals, employers and societies, a substantial part of European school leavers do not find a job that matches their field or level of education. This paper explores the extent to which horizontal and vertical education-to-job matches of European school leavers from secondary education is associated with the level of stratification, standardization, and the level of vocation…
Education as a Signal of Trainability
Drawing on queuing theory, this study explores the relationship between education and labour market entry from the perspective of employers. On the basis of vignette study, we simulated a hiring process with a sample of recruiters and human resource managers. We analysed the role of education in the screening of applicants’ resumes for job openings in the Information, Communication, and Technology sector in the Italian labour market. Findings rev…
Muslim by default or religious discrimination? Results from a cross-national field experiment on hiring discrimination
We use data from a cross-nationally harmonised field experiment to examine discrimination towards Muslim job applicants in five European countries (Germany, the Netherlands, Norway, Spain and the United Kingdom). We focus on job applicants originating from countries that have a substantial Muslim population: of these, some signalled closeness to Islam in their job application while others did not. With this design, we can empirically disentangle …
Racial discrimination in Britain, 1969-2017
Field experiments represent the gold standard for determining whether discrimination occurs. Britain has a long and distinguished history of field experiments of racial discrimination in the labour market, with pioneering studies dating back to 1967 and 1969. This article reviews all the published reports of these and subsequent British field experiments of racial discrimination in the labour market, including new results from a 2016/17 field exp…
From school to fitting work
Although optimal labour market allocation of school leavers benefits individuals, employers and societies, a substantial part of European school leavers do not find a job that matches their field or level of education. This paper explores the extent to which horizontal and vertical education-to-job matches of European school leavers from secondary education is associated with the level of stratification, standardization, and the level of vocation…
The Racialized and Gendered Workplace
We draw on a field experiment conducted in five European countries to analyze hiring discrimination on the basis of gender and race. We adopt an intersectional perspective and relate existing theories on gender and racial discrimination to recent work on the gendered stereotype content of different races. We find that employers prefer hiring white women over men for female-typed jobs. By contrast, women of color do not have any advantage over men…
Education as a Signal of Trainability
Drawing on queuing theory, this study explores the relationship between education and labour market entry from the perspective of employers. On the basis of vignette study, we simulated a hiring process with a sample of recruiters and human resource managers. We analysed the role of education in the screening of applicants’ resumes for job openings in the Information, Communication, and Technology sector in the Italian labour market. Findings rev…
Pakistani in the UK and Norway
Experimental research on ethnic discrimination in labour markets is often concerned with individual-level mechanisms. Structural macro-level drivers of discrimination, however, are more difficult to address. We present the results of a harmonised correspondence test conducted in Norway and the UK, two contexts that differ significantly along several dimensions expected to matter for the prevalence of ethnic discrimination. We focus on discriminat…
Understanding why employers discriminate, where and against whom
Who Is Ahead in the Labor Queue? Institutions' and Employers' Perspective on Overeducation, Undereducation, and Horizontal Mismatches
Using vignettes, this study compares employers' assessments of matched and mismatched job applicants in England and the Netherlands. It contributes to the overeducation literature in several ways. First, matching is measured from the perspective of employers, who are better informed about job requirements than employees. Second, overeducated applicants are compared to matched applicants competing for the same job opening. This shift in focus towa…
Discrimination unveiled
We examine the penalties faced by veiled and unveiled Muslim women when applying for jobs in three European labour markets: Germany, the Netherlands, and Spain. We rely on recent literature comparing public opposition towards Muslims in general and opposition to Muslims' religious practices, such as the wearing of the hijab. Based on a cross-nationally harmonized field experiment on hiring discrimination, we use two different signals of Muslimnes…
Ethnic Penalties and Hiring Discrimination
Ethnic minorities fare less well on average in the labour market than their white British counterparts. Experimental research shows that employers discriminate against ethnic minority applicants while hiring, but it is impossible to say from these studies how much of minorities' overall disadvantage - which reflects compositional differences and search behaviour as well as hiring - is due to discrimination. This article connects results from two …
Why Are Employers Put Off by Long Spells of Unemployment
Recent evidence from large-scale field experiments has shown that employers use job candidates’ unemployment duration as a sorting criterion. In the present study, we investigate what underlies this pattern. To this end, we conduct a survey experiment in which employers make hiring decisions concerning fictitious job candidates who have experienced spells of unemployment of different length. In addition, candidates are rated on several statements…
Employers' social contacts and their hiring behavior in a factorial survey
Finding a job after unemployment-education as a moderator of unemployment scarring in Norway and German-speaking Switzerland
Using data collected with a factorial survey experiment in Norway and Switzerland, we analyze how employers react to unemployment spells when screening job applications. Our focus is on whether unemployment scarring varies depending on the applicants' level of education and the duration and timing of the unemployment spell. We find unemployment scars of similar size in the two countries. Interestingly, education moderates the strength of unemploy…
London Calls? Discrimination of European Job Seekers in the Aftermath of the Brexit Referendum
The central question in this article is whether there was greater discrimination against European applicants in the labor market in those English regions where public opinion was more strongly in favor of Brexit. Using a field experiment conducted immediately after the Brexit Referendum, we provide causal evidence that applicants with EU backgrounds faced discrimination when applying for jobs in England. On average, applicants from EU12 countries…
Stereotypes about Muslims in the Netherlands
We relied on a content analysis of freely generated stereotypes about Muslims and Muslim-majority immigrant groups from a representative sample of Dutch natives. Building on intersectionality theory and stereotype prototypicality, we hypothesized and found that ethnic-group stereotypes more accurately reflect stereotypes of ethnic-minority men compared with ethnic-minority women and that stereotypes of ethnic-minority women contain more unique el…
Same religion, different treatment. The role of origin country characteristics in employers’ decisions to hire Muslims
Published online: 14 December 2023
From school to fitting work
Although optimal labour market allocation of school leavers benefits individuals, employers and societies, a substantial part of European school leavers do not find a job that matches their field or level of education. This paper explores the extent to which horizontal and vertical education-to-job matches of European school leavers from secondary education is associated with the level of stratification, standardization, and the level of vocation…
Education as a Signal of Trainability
Drawing on queuing theory, this study explores the relationship between education and labour market entry from the perspective of employers. On the basis of vignette study, we simulated a hiring process with a sample of recruiters and human resource managers. We analysed the role of education in the screening of applicants’ resumes for job openings in the Information, Communication, and Technology sector in the Italian labour market. Findings rev…
Employers' social contacts and their hiring behavior in a factorial survey
Why Does Education Matter to Employers in Different Institutional Contexts? A Vignette Study in England and the Netherlands
We study the process by which employers evaluate and interpret information related to the educational background of job applicants in simulated hiring contexts. We focus on England and the Netherlands, countries with very different education systems and labor-market institutions. Using a vignette study, a quasi-experimental technique, we asked employers to rate a series of r e ́ sum e ́ s of hypothetical job applicants that randomly varied on a n…
Who Is Ahead in the Labor Queue? Institutions' and Employers' Perspective on Overeducation, Undereducation, and Horizontal Mismatches
Using vignettes, this study compares employers' assessments of matched and mismatched job applicants in England and the Netherlands. It contributes to the overeducation literature in several ways. First, matching is measured from the perspective of employers, who are better informed about job requirements than employees. Second, overeducated applicants are compared to matched applicants competing for the same job opening. This shift in focus towa…
Why Are Employers Put Off by Long Spells of Unemployment
Recent evidence from large-scale field experiments has shown that employers use job candidates’ unemployment duration as a sorting criterion. In the present study, we investigate what underlies this pattern. To this end, we conduct a survey experiment in which employers make hiring decisions concerning fictitious job candidates who have experienced spells of unemployment of different length. In addition, candidates are rated on several statements…
Understanding why employers discriminate, where and against whom
Racial discrimination in Britain, 1969-2017
Field experiments represent the gold standard for determining whether discrimination occurs. Britain has a long and distinguished history of field experiments of racial discrimination in the labour market, with pioneering studies dating back to 1967 and 1969. This article reviews all the published reports of these and subsequent British field experiments of racial discrimination in the labour market, including new results from a 2016/17 field exp…
Waarom discrimineren werkgevers, waar en tegen wie? Bevindingen uit het Gemm-project
Amsterdam University Press is a leading publisher of academic books, journals and textbooks in the Humanities and Social Sciences. Our aim is to make current research available to scholars, students, innovators, and the general public. AUP stands for scholarly excellence, global presence, and engagement with the international academic community
The Racialized and Gendered Workplace
We draw on a field experiment conducted in five European countries to analyze hiring discrimination on the basis of gender and race. We adopt an intersectional perspective and relate existing theories on gender and racial discrimination to recent work on the gendered stereotype content of different races. We find that employers prefer hiring white women over men for female-typed jobs. By contrast, women of color do not have any advantage over men…
London Calls? Discrimination of European Job Seekers in the Aftermath of the Brexit Referendum
The central question in this article is whether there was greater discrimination against European applicants in the labor market in those English regions where public opinion was more strongly in favor of Brexit. Using a field experiment conducted immediately after the Brexit Referendum, we provide causal evidence that applicants with EU backgrounds faced discrimination when applying for jobs in England. On average, applicants from EU12 countries…
Pakistani in the UK and Norway
Experimental research on ethnic discrimination in labour markets is often concerned with individual-level mechanisms. Structural macro-level drivers of discrimination, however, are more difficult to address. We present the results of a harmonised correspondence test conducted in Norway and the UK, two contexts that differ significantly along several dimensions expected to matter for the prevalence of ethnic discrimination. We focus on discriminat…
Muslim by default or religious discrimination? Results from a cross-national field experiment on hiring discrimination
We use data from a cross-nationally harmonised field experiment to examine discrimination towards Muslim job applicants in five European countries (Germany, the Netherlands, Norway, Spain and the United Kingdom). We focus on job applicants originating from countries that have a substantial Muslim population: of these, some signalled closeness to Islam in their job application while others did not. With this design, we can empirically disentangle …
Ethnic Penalties and Hiring Discrimination
Ethnic minorities fare less well on average in the labour market than their white British counterparts. Experimental research shows that employers discriminate against ethnic minority applicants while hiring, but it is impossible to say from these studies how much of minorities' overall disadvantage - which reflects compositional differences and search behaviour as well as hiring - is due to discrimination. This article connects results from two …
The “Big Two” in Hiring Discrimination
We tested whether signaling warmth and competence (“Big Two”) in job applications increases hiring chances. Drawing on a field experimental data from five European countries, we analyzed the responses of employers ( N = 13,162) to applications from fictitious candidates of different origin: native candidates and candidates of European, Asian, or Middle-Eastern/African descent. We found that competence signals slightly increased invitation rates, …
Finding a job after unemployment-education as a moderator of unemployment scarring in Norway and German-speaking Switzerland
Using data collected with a factorial survey experiment in Norway and Switzerland, we analyze how employers react to unemployment spells when screening job applications. Our focus is on whether unemployment scarring varies depending on the applicants' level of education and the duration and timing of the unemployment spell. We find unemployment scars of similar size in the two countries. Interestingly, education moderates the strength of unemploy…
Same religion, different treatment. The role of origin country characteristics in employers’ decisions to hire Muslims
Published online: 14 December 2023
Discrimination unveiled
We examine the penalties faced by veiled and unveiled Muslim women when applying for jobs in three European labour markets: Germany, the Netherlands, and Spain. We rely on recent literature comparing public opposition towards Muslims in general and opposition to Muslims' religious practices, such as the wearing of the hijab. Based on a cross-nationally harmonized field experiment on hiring discrimination, we use two different signals of Muslimnes…
Stereotypes about Muslims in the Netherlands
We relied on a content analysis of freely generated stereotypes about Muslims and Muslim-majority immigrant groups from a representative sample of Dutch natives. Building on intersectionality theory and stereotype prototypicality, we hypothesized and found that ethnic-group stereotypes more accurately reflect stereotypes of ethnic-minority men compared with ethnic-minority women and that stereotypes of ethnic-minority women contain more unique el…
Discrimination attributions in the workplace
Due to its often-ambiguous nature, workplace discrimination can be difficult to detect. Attributing situations to discrimination is the first step toward challenging and combatting such instances. Following the PRISMA-ScR guidelines, this scoping review synthesizes experimental research on the causal predictors of discrimination attributions in organizational settings. Our systematic literature search yielded 63 experimental studies from 31 artic…
Doing diversity? Analyzing support for diversity policies with a conjoint experiment
Economics (14 works) · Political science (14 works) · Sociology (14 works) · Names, Identity, and Discrimination Research (13 works) · Psychology (13 works) · Demographic economics (12 works) · Labor market dynamics and wage inequality (9 works) · Law (9 works) · Social Psychology (8 works) · Discrimination and Equality Law (6 works)