This research overview investigates the impact of ethnic discrimination on recruitment processes by addressing two enquiries: 1) From research, what are the explanations for ethnic discrimination in the recruitment process? 2) What are the measures that can be identified to prevent and counteract ethnic discrimination in the recruitment process? The research overview presents the results of 91 studies that examine ethnic discrimination in recruitment processes in order to address these enquiries.

Some overall conclusions:

  • Discrimination based on ethnicity is pervasive and complex, impacting many groups in different ways. Compared to other groups, people from non-European and non-Western backgrounds face discrimination more frequently. This can take many different forms and interact with other discriminatory grounds, like gender and religious affiliation.
  • Individual factors, like recruiters' biases and stereotypical views of candidates and their abilities, are a significant contributor to ethnic discrimination in hiring, but organisational cultures and the design of recruitment procedures can also play a role. 
  • Different businesses and industries have varying rates of ethnic discrimination. The incidence is less frequent in larger, more successful businesses, which may be explained by their increased international emphasis, more diverse staff, and more capacity to put anti-discrimination policies into place. Similarly, occupations with shortages may be less likely to experience ethnic prejudice. However, in sectors where customers interactions are essential and the majority population makes up the majority of the clientele, ethnic discrimination could be more pervasive.

Some of the policy recommendations presented in the research overview:

  • Knowledge-enhancing initiatives: Consistent training can lower the likelihood of prejudice in hiring procedures, but it comes at a cost, and businesses may require assistance to put such training into place.
  • Collection of equality data: Collecting data that highlights patterns of discrimination or risks of discrimination within organizations is necessary for effectively preventing and countering discrimination.
  • Oversight, sanctions, and incentives: In addition to more transparent accountability and frequent reporting from employers, real consequences and financial incentives are necessary to effectively combat ethnic discrimination.

About the authors

Maria Cheung, Ph.D. in Economics, Research Coordinator Delmi. Pinar Aslan Akay, PhD in social work, Research Coordinator Delmi

 

This Research Overview was published november 21, 2024.

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