Study: Job Discrimination Hits Men Hardest

Job discrimination against applicants with foreign-sounding names impacts men more severely than women, according to a Stockholm University study. Sociologist Magnus Bygren suggests this disparity may stem from stronger ethnic stereotypes associated with men.

Researchers Magnus Bygren and Moa Bursell sent more than 7,000 fictional job applications to 15 different job types advertised on the Swedish Public Employment Service's job bank. Applications were assigned either typically Swedish names or names common in the former Yugoslavia and the Middle East. A clear pattern emerged in employers' responses.

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It probably has to do with the fact that ethnic stereotypes are generally stronger for men than for women.

In industries that already employ a significant number of foreign-born individuals, such as cleaning and driving services, the applicant's surname appeared to have no bearing on employer response. However, for roles like teachers, preschool teachers, and IT technicians, the surname seemed to influence whether employers contacted applicants for interviews or requested more information, despite applicants possessing equivalent qualifications.

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This discrimination is a very automatic reaction.

The study observed that discrimination gradually decreases as the proportion of foreign-born individuals increases within a specific industry. The researchers believe this trend contributes to segregation in the labor market. Bygren describes discrimination as a highly automatic reaction, often driven by a preference for the familiar rather than conscious policy.

For individuals with non-Swedish sounding names seeking employment, Bygren advises persistence, noting that while the probability of success might be lower, it is not zero. He emphasizes that discrimination is strongest in the initial contact phase, and success in securing a first meeting can reduce its impact. Bygren is confident that the patterns observed between 2013 and 2018 still reflect the current situation, stressing the importance of awareness for both job seekers and employers to avoid perpetuating these biases.

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It is important to be aware that the patterns exist, both for those who themselves have an immigrant background and on the employer side. One can think about not acting based on these patterns.