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  • 1.
    Edin, Per-Anders
    et al.
    Uppsala University, Disciplinary Domain of Humanities and Social Sciences, Faculty of Social Sciences, Department of Economics.
    Gustavsson, Magnus
    Uppsala University, Disciplinary Domain of Humanities and Social Sciences, Faculty of Social Sciences, Department of Economics.
    Time Out of Work and Skill Depreciation2008In: Industrial & labor relations review, ISSN 0019-7939, E-ISSN 2162-271X, Vol. 61, no 2, p. 163-180Article in journal (Refereed)
    Abstract [en]

    This paper investigates the role of skill depreciation in the relationship between work interruptions and subsequent wages. Using Swedish data from two waves (1994 and 1998) of the International Adult Literacy Survey, which included results of tests gauging respondents' ability to read and make practical use of printed information, the authors are able to analyze changes in individuals' skills as a function of time out of work. They find statistically strong evidence of a negative relationship between work interruptions and skills. The analysis suggests that depreciation of general skills was economically important. A full year of non-employment, for example, was associated with a 5-percentile move down the skill distribution.

  • 2.
    Heyman, Fredrik
    et al.
    Institutet för näringslivsforskning.
    Svaleryd, Helena
    Uppsala University, Disciplinary Domain of Humanities and Social Sciences, Faculty of Social Sciences, Department of Economics.
    Vlachos, Jonas
    Stockholms universitet.
    Competition, Takeovers and Gender Discrimination2013In: Industrial & labor relations review, ISSN 0019-7939, E-ISSN 2162-271X, Vol. 66, no 2, p. 409-432Article in journal (Refereed)
    Abstract [en]

    Theories of taste-based discrimination predict that competitive pressures will drive discriminatory behavior out of the market. The authors analyze how firm takeovers and product market competition affect firms’ gender composition and gender wage gap using detailed matched employer-employee data. Taking into account several endogeneity concerns while using a difference-in-difference framework, they find that the share of female employees increases as a result of an ownership change when product market competition is weak. Furthermore, a takeover reduces the gender wage gap. Although the estimated effects are small, the results support the main theoretical predictions.

  • 3.
    Magnusson, Lars
    Uppsala University, Disciplinary Domain of Humanities and Social Sciences, Faculty of Social Sciences, Department of Economic History.
    Book Review: Makeshift Work in a Changing Labour Market: The Swedish Model in the Post-Financial Crisis Era2015In: Industrial & labor relations review, ISSN 0019-7939, E-ISSN 2162-271X, Vol. 68, no 5, p. 1231-1232Article, book review (Other academic)
  • 4.
    Åslund, Olof
    et al.
    Uppsala University, Units outside the University, Office of Labour Market Policy Evaluation.
    Nordström Skans, Oskar
    Uppsala University, Units outside the University, Office of Labour Market Policy Evaluation.
    Do anonymous job application procedures level the playing field?2012In: Industrial & labor relations review, ISSN 0019-7939, E-ISSN 2162-271X, Vol. 65, no 1, p. 82-107Article in journal (Refereed)
    Abstract [en]

    Despite anti-discrimination legislation and the potential for hefty fines, labor market discrimination remains an issue for ethnic minorities and women, particularly in the recruitment and screening process. The apparent failure of legal and voluntary interventions has created a call for anonymous application procedures (AAP), in which key identifying data is hidden from recruiters in the initial recruiting process. Using unusually rich Swedish data on actual applications and recruitments, the authors show that AAP increased the chances of both women and individuals of non-Western origin of advancing to the interview stage. In addition, results show that women experienced an increased probability of being offered a job under AAP. However, applicants belonging to ethnic minorities were equally disadvantaged in terms of job offers under conventional and anonymous hiring procedures, suggesting that racial and ethnic discrimination may be harder to circumvent than gender discrimination.

  • 5.
    Åslund, Olof
    et al.
    Uppsala University, Units outside the University, Office of Labour Market Policy Evaluation.
    Skans, Oskar Nordström
    Uppsala University, Units outside the University, Office of Labour Market Policy Evaluation.
    Will I See You at Work?: Ethnic Workplace Segregation in Sweden, 1985-20022010In: Industrial & labor relations review, ISSN 0019-7939, E-ISSN 2162-271X, Vol. 63, no 3, p. 471-493Article in journal (Refereed)
    Abstract [en]

    Using linked employer-employee data covering the entire working-age Swedish population between 1985 and 2002, the authors present evidence of substantial and increasing ethnic workplace segregation. Moreover, when human capital, geography and industrial affiliation tire taken into account, immigrants are overexposed both to workers front their own birth region and to immigrants from other regions. Segregation is generally negatively correlated with economic: status: groups with low employment rates are more segregated from natives: groups with many immigrant colleagues earn less than those with more native colleagues: and the higher the number of immigrants to which individuals ire exposed, the lower their wages. When local labor market conditions improve, however. segregation decreases. Though the degree and nature of segregation varies substantially across ethnic groups, the patterns are quite persistent over time.

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