Ethnoracial inequalities in job access in Montreal: The magnitude of discrimination
In this study based on the so-called testing method, 581 pairs of fictitious CVs were sent out in response to real job offers in both qualified and less-qualified employment sectors. The matching CVs were similar in all respects, except that one mentioned a Franco-Quebec name and the other an Arab, Latin-American or African name. However, despite identical profiles, the candidates from the majority population had at least 60 % more chances of being invited to an interview than the candidates from racial minorities, and slightly more than one time out of three, employers left racial minority candidates entirely out of consideration.