Understanding public support for workplace diversity and antidiscrimination policies in Europe.

Societal processes and public opinion can affect whether employers take action and which policy measures they choose to boost diversity, equal opportunities and inclusion, and to reduce discrimination in the workplace. Yet, public opinion regarding workplace diversity initiatives (other than affirmative action) has so far received little scholarly attention, especially in Europe. Consequently, we have very little evidence about how the general public feels about workplace diversity policies - particularly those that are more common or more often discussed in Europe - and about which factors shape public support for these workplace diversity initiatives. Yet, a better understanding of the patterns and antecedents of citizens' attitudes toward workplace diversity policies is of clear scientific and practical importance. Against this background, this study sheds light on public attitudes toward three different, commonly applied types of workplace diversity policies, and examines which individual-level and - innovatively - national-level conditions shape public support. To do so, we bring together insights from various different and so far largely disconnected strands of research and a range of theoretical perspectives. We use large-scale, representative survey data from two pooled waves of the Eurobarometer, covering 38,009 citizens across 26 European countries. We enrich these data with information on national-level income inequality as well as countries' labor market and antidiscrimination legislation and policies, obtained from Eurostat and the Migrant Integration Policy Index (MIPEX). Results show significant differences in public support across the three types of policies, with the strongest support for diversity training, followed closely by monitoring recruitment procedures, whereas support for monitoring workforce composition is clearly lower. This is in line with the idea that support tends to be lower for more preferential and prescriptive workplace policies. Furthermore, we find that, in addition to individual-level factors - particularly gender, ethnic minority group membership, personal experiences with discrimination, prejudice, intergroup contact and political orientation - national-level conditions are important antecedents of public support for workplace diversity policies. That is, differences in public attitudes regarding such policies are also shaped by country-level income inequalities, people's perceptions of how widespread discrimination and unequal opportunities are in society, and national-level laws and policies to fight unequal opportunities.

Dutch national identity in a majority-minority context: when the dominant group becomes a local minority.

With increasing ethnic diversity in Western European cities, more and more inhabitants without a migration background find themselves a local minority in majority-minority neighbourhoods, where less than half of the inhabitants have no migration background. We investigate whether this affects how they define national identity. We compare Dutch inhabitants without a migration background in majority-minority neighbourhoods in Amsterdam and Rotterdam to a representative sample of the overall Dutch population without a migration background and investigate how people describe what they see as truly Dutch. We find that national identity content is seen in the same way by both groups. The majority views Dutch identity as mostly achievable but does attach some importance to ascriptive characteristics. A smaller class of people is more restrictive and attaches quite some importance to both ascriptive and achievable characteristics. The smallest class considers Dutch identity achievable and not ascriptive at all. All three national identity content classes involve drawing boundaries around the nation-state, but with different degrees of permeability. Our finding that these patterns are almost identical, both in majority-minority neighbourhoods as in the overall population, suggests an important role of national public discourse on national identity formation.

The "Big Two" in Hiring Discrimination: Evidence From a Cross-National Field Experiment.

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, while warmth signals had no effect. We also found ethnic discrimination, a female premium, and differences in callbacks depending on job characteristics. Importantly, however, providing stereotype signals did not reduce the level of ethnic discrimination or the female premium. Likewise, we found little evidence for interactions between stereotype signals and job demands. While speaking against the importance of "Big Two" signals in application documents, our results highlight the importance of group membership and hopefully stimulate further research on the role of in particular ethnic stereotypes for discrimination in hiring.

Is there evidence for statistical discrimination against ethnic minorities in hiring? Evidence from a cross-national field experiment.

While statistical discrimination theory is often proposed as an important explanation for ethnic discrimination in hiring, research that empirically scrutinizes its underlying assumptions is scant. To test these assumptions, we combine data from a cross-national field experiment with secondary data indicative of the average labor productivity of ethnic communities. We find little evidence that adding diagnostic personal information reduces discrimination against ethnic minorities. Furthermore, we do not find an association between language similarity or the socioeconomic resources of the ethnic community and hiring discrimination. However, our findings show that discrimination is related to the socioeconomic development of the country of ancestry. Finally, the impact of these indicators of group productivity is generally not moderated by the amount of diagnostic personal information. Taken together, these findings question several core assumptions of statistical discrimination theory.

Psychosocial screening for patients with prostate cancer: The development and validation of the psychosocial distress questionnaire-prostate cancer.

We describe the psychosocial distress questionnaire-prostate cancer (PDQ-PC), a psychosocial screening list developed and validated specifically for prostate cancer patients. An existing screening list, the psychosocial distress questionnaire-breast cancer (PDQ-BC), was used as a starting point. Two focus groups were then implemented to investigate which items of the PDQ-BC were relevant for the PDQ-PC and which new items were needed. Validity and reliability of the questionnaire were assessed on 278 prostate cancer patients. Factor analysis showed that the 36-item PDQ-PC comprises eight subscales, for which the internal consistency ranged from α = 0.48-0.88. Moreover, moderate to high convergent validity was found.

Positive or negative ethnic encounters in urban neighbourhoods? A photo experiment on the net impact of ethnicity and neighbourhood context on attitudes towards minority and majority residents.

Using data from a new factorial survey experiment, we study the mechanisms that drive negative interethnic attitudes in urban neighbourhood encounters. Specifically, we examine the extent to which the general impression made by a resident depends on the ethnicity of that resident and on the aspects of the neighbourhood environment. Majority and minority respondents in the Netherlands judged pictures and descriptions of fictitious neighbourhood residents, in which the ethnicity of the resident varied independently of other resident characteristics (i.e., work status, religion and problem behaviour) and the neighbourhood environment (i.e., physical disorder and ethnic and socioeconomic composition). We show that outcomes depend largely on the ethnicity of the respondent who experiences the encounters. For majority respondents, we find a main net effect of resident ethnicity: native Dutch are less positive about Surinamese residents. Furthermore, we find some support for the normative fit hypothesis that states that minority respondents are less positively evaluated in stereotype-consistent neighbourhood environments: native Dutch are less positive about Moroccan residents encountered in low-status neighbourhoods.

Implicit and explicit interethnic attitudes and ethnic discrimination in hiring.

We study effects of explicit and implicit interethnic attitudes on ethnic discrimination in hiring. Unlike explicit attitudes, implicit attitudes are characterised by reduced controllability, awareness or intention. Effects of implicit interethnic attitudes on ethnic discrimination in the labour market remain under-researched. Moreover, previous experiments on the effects of explicit interethnic attitudes on discrimination have important drawbacks. We use data from a laboratory experiment (n=272) consisting of an Implicit Association Test, a questionnaire and a recruitment test in which participants reviewed résumés representing fictitious applicants who varied regarding ethnicity, gender, education and work experience. Participants graded applicants and selected applicants for an interview. Results show that only explicit interethnic attitudes affect discrimination in grades, but both explicit and implicit interethnic attitudes increase discrimination in selection.

Economic participation and national self-identification of refugees in the Netherlands.

This study examines whether refugees self-identify as a member of the host society. We use survey data of more than 2,500 Somali, Iraqi, Afghani, Iranian, and ex-Yugoslavian refugees in the Netherlands. The results show that economic participation in the host country is positively related to refugees' national self-identification. In addition, we find that refugees' social ties with Dutch natives are associated with national self-identification and that the relationship between economic participation and national self-identification is partially explained by these social ties. Perceived discrimination is not related to refugees' national self-identification. Implications of these findings for debates on immigration and integration are discussed.