Syftet med denna socialpsykologiska studie om etnisk diskriminering vid anställningsintervjuer är att belysa hur upplevelsen av detta kan se ut, vilka motiven är samt förstå de primära emotioner som de olika respondenterna upplever i dessa situationer. Vår frågeställning lyder; Hur upplever arbetssökande personer vad de anser vara etnisk diskriminering vid en anställningsintervju och vad menar de var motiven bakom den? Genom kvalitativa intervjuer ville vi få de diskriminerades egen upplevelse och erfarenhet av diskriminering, men även få en bredare förståelse för etnisk diskriminering genom intervju med vår nyckelinformant som var en utredare från Diskrimineringsombudsmannen (DO). Genom intervjuer med två arbetsgivare, en från privat respektive en från offentlig sektor, ville vi få veta deras allmänna syn på anställning och etnisk diskriminering, hur de går tillväga vid anställning samt för hur de arbetar för att motverka etnisk diskriminering, men även för att visa att det finns arbetsgivare som inte diskriminerar någon p.g.a. dess etnicitet och att invandrare faktiskt integreras på arbetsmarknaden. Våra intervjuer med de tre respondenter som har upplevt sig bli etniskt diskriminerade tyder på att upplevelserna kan se olika ut, beroende på hur man är som person. Det var olika motiv som de uppfattade låg bakom deras upplevelse av att bli diskriminerade - det var bärandet av slöja, att de hade mörkt hår samt uppfattades ha ett kriminellt utseende. Även den emotionella upplevelsen bland dessa respondenter var vid den upplevda etniska diskrimineringen mycket varierande. / Abstract The purpose of this social psychological study of ethnic discrimination during the job interview is to illustrate how the experience of this can be like, see what the reasons are and identify which the primary emotions of the various respondents are. Our research question is: How do job seekers experience what they consider to be ethnic discrimination at a job interview, and what do they claim was the motive behind it? Through qualitative interviews we wanted to get information about the respondents own experience of the discrimination, but also get a broader view of ethnic discrimination by the interview with our key-respondent – which was an investigator from the Diskrimineringsombudsmannen (DO). Through interviews with two employers, one from the private sector and one from the public sector, we wanted to obtain their general views on employment and ethnic discrimination, to get information on how they go about the job and to counter ethnic discrimination, but also to show that there are employers who do not discriminate ethnic and that immigrants actually integrate into the labor market. Based on our interviews with the three respondents who have experienced themselves to be ethnically discriminated our result suggests that the experiences may vary, depending on how you are as a person. The motives that were contributing to the discrimination were different – it was a veil, dark hair and criminal appearance. Also the emotions among these respondents in the perceived ethnic discrimination were highly variable.

abstract: This study addresses conflicting findings regarding gender differences in the moderating role of ethnic private regard in the longitudinal association between school ethnic discrimination and educational values among Latina/o early adolescents. Participants included 689 Latina/o early adolescents in middle school (Mage = 12.06, SD = .98 at Time 1; Mage = 12.66, SD = 1.00 at Time 2). Two waves of data were collected approximately eight months apart. Ethnic private regard moderated the association between school ethnic discrimination at time 1 and educational values at time 2 only among Latino male early adolescents, such that the negative association between school ethnic discrimination and educational values existed only for males with high ethnic private regard. Implications highlight the need to enhance teachers’ cultural competency in working with Latino male students. / Dissertation/Thesis / Masters Thesis Counseling Psychology 2016

In this essay I am going to discuss the different forms of discrimination and disadvantages of immigrant employees in the Swedish labor market. By using policy analysis, the purpose is to study the policies that contain the guidelines of which discrimination laws and other directives about discrimination are presented. This work is going to study how discrimination and racism occur in the Swedish labor market and how the government counter the disadvantages by acting in the policies they have established. The results show that immigrant and foreign groups in the labor market have disadvantages because of the discriminatory structure that display the employers’ underestimation of these groups by acting on the prejudices and discriminations that these groups are affected by. Problems like ethnic occupational segregation, ethnic hierarchies, hate crime and mainly ethnic discrimination are all independent factors that leads to the disadvantages displayed on the immigrant groups in the Swedish labor market. Salaries and level of education are also determining how far one employee can succeed and be compared with the respective native Swedish employee. The conclusion is, based on the discriminations policies and guidelines, that immigrant groups of Sweden are having a lower salary and definitely not gaining same amount of salary despite the same education and qualifications attained. Worst case is for the black Swedes which have the lowest income compared to other immigrants and mostly to native Swedes. By the help of the government would the qualitative differences between these groups be less defined because of the government influence in form of multicultural projects and activities, which allow immigrants to be established firmly into the Swedish society and hopefully into the labor market

Syftet med uppsatsen är att undersöka upplevelserna av etnisk diskriminering på arbetsmarknaden som resulterat i ett namnbyte från ett utländskt namn till ett mer svenskklingande bland personer med utländsk bakgrund. Vidare kommer studien undersöka ifall namnbytet gett upphov till några sociala konsekvenser som påverkar vardagen och personens identitet. I studien används en kvalitativ metod och det empiriska materialet består av fyra intervjuer med personer som genomgått ett namnbyte för att förbättra deras situation på arbetsmarknaden i Malmö. Den teoretiska ansatsen strävar efter att förklara orsakerna bakom etnisk diskriminering samt visa hur ett namnbyte kan påverka individens identitet. Studiens slutsats är att ett namnbyte kan leda till stora sociala konsekvenser som problem med familj och vänner samt svårigheter med att identifiera sig med det nya namnet vilket leder till en negativ inverkan på identiteten och självbilden. / The essay will illustrate the experiences of ethnic discrimination on the labour market, which resulted in a name change from a foreign name to a more Swedish-like among people with a foreign background. Additionally this study will investigate if the name change has lead to any social consequences that affect the everyday life and the person’s identity. The method in this study is a qualitative approach and the empirical material consists of four interviews with people who changed their name in hope of improving their situation on the labour market in Malmö. The theoretical approach strives to provide an explanation for the reasons behind the ethnic discrimination and to illustrate how the name change affects a person’s identity. The conclusion of this study is that a name change can result in substantial social consequenses like problems among family and friends and can lead to serious difficulty with connecting to and identifying with the new name.

Bakgrund Diskriminering är ett fenomen som är förekommande i dagens samhälle och har varit förekommande genom historien. Hälso- och sjukvården är en plats dit människor söker sig för att få vård på lika villkor oavsett vem du är. Det finns både lagar och regler som reglerar hur sjukvårdspersonalen ska behandla patienter för att undvika att diskriminering av patienter baserat på olikheter ska ske. Syfte Syftet är att beskriva patienters upplevelse av etnisk diskriminering i vården. Metod En begränsad litteraturöversikt användes för att besvara det valda syftet. Datainsamlingen grundar sig på tio vetenskapliga studier från både kvantitativ och kvalitativ design. Artiklarna är tagna ifrån två databaser Cinahl Complete och PubMed. Metod, analys och kvalitetsgranskning grundar sig i Friberg (2017). Resultat Patienter upplevde etnisk diskriminering inom hälso-sjukvården. Den etnisk diskrimineringen förekom i olika former och tog sig uttryck. Etnisk diskriminering förekom inom sjukvårdssystemet, tog sig from av diskriminering baserat på fördomar och antagen samt särbehandling av patienter. Slutsats Det förekommer olika typer av diskrimineringar som grundar sig på patientens etnicitet. Sjukvårdspersonalen bemöter patienterna utifrån stereotypiska antagande om att patienterna är kriminella, inkompetenta eller är promiskuösa. Sjukvårdsystemet är ojämlik och patienter som till etniska minoritetsgrupper får sämre tillgång till adekvat vård och i vissa fall remitteras de till en sjukvårdsinstans med lägre kvalitet. / Background Discrimination is a phenomenon that is prevalent in today's society and has been prevalent throughout history. Health care is a place where people seek care on equal terms no matter who you are. There are both laws and regulations that regulate how healthcare professionals should treat patients in order to avoid discrimination against patients based on differences. Aim The aim is to Discribe patients' experience of ethnic discrimination in healthcare. Method A limited literature review was used in search answer to the chosen purpose. The data collection is based on ten scientific studies from quantitative and qualitative design. The articles are taken from two database Cinahl Complete and PubMed. Method, Analysis and Quality review based wasbased on Friberg (2017). Results Patients experienced ethnic discrimination in health care. Discrimination existed on several levels and took different forms. Ethnic discrimination occurred in the form of discrimination in the healthcare system, discrimination based on prejudices and assumptions, and special treatment of patients. Conclusion There are varying types of Discrimination based on the patient’s ethnicity. Healthcare professionals treat patients based on stereotypical assumptions and see them like they are criminals, incompetents or promiscuous. The healthcare system is unequal to patients that belong to ethnic minority groups have poorer access to adequate care and in some cases are referred to a healthcare institution of lower quality.

The law of small numbers bias is a representativeness heuristic that often leads individuals to draw extensive conclusions from small samples while underestimating the generalizability in larger ones. This study investigated whether individuals overestimate perceived discrimination in small employment samples and underestimate it in large ones. A pre-registered scenario-based experiment was conducted, where participants (N = 874) estimated probability of discrimination versus chance in skewed hiring distributions. We manipulated employment sample size (filling four vs. 100 positions) and ethnic majority (hiring more immigrants or Swedes) using a 2x2 between-subject design. A tendency for people to overestimate perceived discrimination by underestimating the impact of chance in small employment samples was revealed. Conversely, in large employment samples, people tended to underestimate perceived discrimination by overestimating the impact of chance. Hence, results aligned with the law of small numbers. Furthermore, participants were more inclined to attribute an event as discriminatory when organizations hired more Swedes than immigrants, reflecting (accurate) prototypes of discrimination. This study's implications are discussed concerning the repercussions of underestimating and overestimating perceived discrimination in hiring situations. Future research suggestions are also provided.

This preliminary study examines interactions and experiences of immigrants with Swedish governmental agencies and factors that may affect variation in how these agencies interact with immigrants. Fifteen international students were interviewed, and their experiences with government agencies were evaluated to identify and describe problems they encountered in these interactions. Research questions included whether international students face barriers accessing public resources, are they treated poorly by agency representatives, are they provided sufficient information, and does their treatment differ depending on their nationality? The results show that although students do not perceive that they are being discriminated against, the types of problems encountered and ability to resolve issues varied according to nationality. Participants from Eastern and Southern regions encountered problems more frequently than other international students interviewed, and the students in the Southern group also had more complicated experiences with the bureaucracy. Additional study is needed to identify the extent to which these trends are reflected in the general immigrant population and possible means of addressing issues of bias in how agencies interact with clients of different backgrounds.

Research has shown that ethnic-racial socialization (ERS) is associated with positive academic and mental health outcomes for adolescents. These socialization messages come in 3 forms: cultural socialization, preparation for bias, and promotion of mistrust. The ERS literature has mainly focused on African American populations but is expanding to include other demographics, such as Latinx individuals. Since much of ERS research has been conducted from the perspective of parents, the current study sought to add to the literature by evaluating adolescent experiences with ERS in their own words. The study was conducted using focus groups with late adolescents and young adults who shared their experiences in high school. Focus group data analysis occurred at both the individual and group level to extract themes regarding their experiences with ERS. Main themes from discussion included feeling like an outsider, navigating discrimination, social/emotional difficulties, and positive cultural identity. Each theme contained 2-3 categories that provide further insight into the Mexican American high school experience. There was some overlap with traditional ERS categories as well as departure and expansion, especially when it came to within group discrimination, disproving stereotypes, and a lack of promotion of mistrust messages. Participants described their experience in high school as "mostly positive, some negative, and a bit disconnected." Based on participant comments, this disconnection could be alleviated by increased opportunities to belong and contribute, learn social emotional skills, and celebrate successes.

Associations between greater perceived racial discrimination and both higher levels of depressive symptomology and higher blood pressure have been established in the literature. Research has found that depression is often comorbid with diabetes and individuals with type 2 diabetes are at an increased risk for depression as the prevalence of depression is 2 to 3 times higher in people with diabetes when compared to the general population. Additionally, individuals with type 2 diabetes are also at an increased risk for high blood pressure. Although these associations are present in the literature, no studies have been found that examine all of these variables in conjunction. The current study used data from the 2014 Health and Retirement Study to examine the associations among perceived racial/ethnic discrimination, depression symptoms, and blood pressure for older Latinx adults (ages 50+) with type 2 diabetes (n = 303) and without type 2 diabetes (n = 521), while controlling for sex, age, partner status, and education. Findings indicated diabetes status was positively associated with both depression symptoms (t(790) = 5.32, p < .001) and systolic blood pressure (t(703) = 2.74, p = .006). Racial/ethnic discrimination was positively associated with depression (r(206) = .14, p = .045); however, it was not associated with blood pressure. No statistically significant interactions were found. Discussion focuses on possible explanations for the research findings, future directions, and clinical implications.

This thesis consists of four empirical studies on ethnic integration in the Swedish labor market. Studies I-III draw on a field experiment testing ethnic discrimination in the hiring process. Study I documents the existence of employer discrimination in response to equally merited applications with Arabic/African or Swedish names, and shows that foreign-named applicants have to send twice as many applications to receive a callback compared to Swedish-named applicants. Results also suggest that employers in female-dense occupations practice ethnic and gender compensation while employers in male-dense occupations practice only gender compensation. Study II reveals gendered differences in the intensity of employer stereotypes by testing how much more work experience is needed to eliminate the disadvantage of having an Arabic name on a job application. Results indicate a reverse gender gap, as initial differences in call-backs disappear for female applicants when CVs for Arabic-named applications are enhanced but remain strong and significant for male applicants. Study III evaluates criticism directed at residual analysis and field experiments that claims that they tell us nothing about real world discrimination and its long-term effects. By combining experimental and register data, Study III responds to this criticism by showing that the results of Study I correspond closely with real world labor market inequality of identical ‘twins’ (identified through propensity score matching) to the fictive individuals of Study I. Study IV explores the strategies underlying surname change from a Middle Eastern name to a more Swedish sounding one, drawing on 45 interviews with surname changers with a Middle Eastern background. The results indicate that immigrant name change is a pragmatic assimilation strategy. The study also illustrates how the institutional enabling of name change both creates and enables pragmatic assimilation. / <p>At the time of the doctoral defense, the following papers were unpublished and had a status as follows: Paper 1: Submitted. Paper 2: Submitted. Paper 3: Manuscript.</p>