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Previous studies have found that the labour market outcomes of Turkish minorities are slightly better in Germany than in the Netherlands. In this paper we test one of the explanations: differences in ethnic discrimination in hiring. We use a harmonised field experiment to test whether discrimination against job candidates of Turkish origin (age 23-25) varies across Germany and the Netherlands, while holding individual characteristics of job seekers constant. We find that, compared to majority candidates, job candidates of Turkish origin are on average eleven percentage points less likely to receive a positive call-back. Moreover, we find that discrimination against Turkish minorities is significantly higher in the Netherlands than in Germany. In Germany, job candidates of Turkish origin are five percentage points less likely to receive a call-back than equally qualified majority candidates, whereas in the Netherlands this ethnic gap is fifteen percentage points. However, the presented evidence does not support the often-mentioned argument that the amount of diagnostic information in application materials explains why discrimination against Turkish minorities is lower in Germany. Overall, adding diagnostic information has little effect on the relative employment chances of job applicants of Turkish origin, both in Germany and the Netherlands.

Summary Labour market disadvantage amongst highly educated non-Western immigrants in the transition from school to work: The role of structural, institutional, and socio-cultural factorsThis paper builds upon previous research on ethnic penalties in European
labour markets by studying unemployment among higher educated non-western immigrant labour market entrants. By doing so, we attempt to get a better understanding of the extent to which one of the most advantaged immigrant groups still faces significant barriers in their search for work. We
discuss to what extent structural-, institutional-, and socio-cultural characteristics of countries are able to explain cross-national variation in these inequalities between natives and non-western immigrants. Drawing upon pooled cross-section data from the European Labour Force Surveys (2005-2011),
we test our hypotheses using a two-step multilevel method. Our analyses demonstrate that, first of all, higher educated non-western immigrant labour market entrants are more likely to be unemployed than their native counterparts. Second, we find that a higher percentage of foreigners in a
country is positively associated with higher inequalities between immigrants and natives. However, in contrast to our expectation, governmental attempts to stimulate the integration of non-western immigrants are related to larger inequalities between non-western immigrants and natives among
higher educated labour market entrants. Finally, we find inconclusive effects with regard to a country's immigration history.

This article examines discrimination against black and Muslim minority groups in 20 Western labor markets. We analyze the outcomes of 94 field experiments, conducted between 1973 and 2016 and representing ∼240,000 fictitious job applications. Using meta-analysis, we find that black minority groups are more strongly discriminated against than non-black minority groups. The degree of discrimination of black minority groups varies cross-nationally, whereas Muslim minority groups are equally discriminated across national contexts. Unexpectedly, discrimination against black minority groups in the United States is mostly lower than in European countries. These findings suggest that racial–ethnic discrimination in hiring can be better understood by taking a multigroup and cross-country perspective.