Racism in the labour market: smaller chances of getting a job

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It has been known for a while that job applicants with non-Dutch names are less likely to be invited for a job interview (source: National Programme against Discrimination and Racism 2022 and Action plan labour market discrimination 2022-2025). A group of researchers from the Netherlands, Germany, and Spain wondered to what extent discrimination occurs based not only on someone’s name but also on physical characteristics. On 18 April 2023, they published the scientific paper “In your face: a comparative field experiment on racial discrimination in Europe” (by Polavieja et al.). This study on racism in the labour market yet again shows worrying results, which we are keen to share with you.

Brief summary of the research

Here is a brief summary of the research/study that was conducted in the Netherlands, Germany, and Spain. Almost 13,000 fictitious cover letters and resumes were sent in response to open vacancies. The fictitious applicants were divided into groups with different combinations of external characteristics (photos accompanying the application) and names. For example, a White person with a non-Western name or a Black person with a Western name. By doing so the researchers wanted to examine whether there is also discrimination based on appearance during job applications, regardless of a person’s name. They used 16 photos categorised by gender and four groups with different appearance characteristics: Black (Black 1 and Black 2), Asian/Indigenous (ASIN 1/ASIN 2), White with increased pigment (DSC) and White (White 1, White 2, White 3) (see figure below). This study does not distinguish between different types of Asian people. For the results and conclusions of this paper we are dependent on the parameters of the study. Therefore, we are obliged to talk about Asian people without specifying the region. We do not have a specification of which region or context this refers to, but based on the photos, it seems that they mean people with an East and Southeast Asian appearance.

Photographs used in the experiment of this study

This study shows that in Spain, applicants with a non-White appearance, regardless of their name, are comparatively the least disadvantaged out of these three countries. In the Netherlands applicants of colour are disadvantaged the most. Black people were called back the least, but the difference with the other non-White groups is minimal, the difference with East and Southeast Asian people is especially negligible. White people were unsurprisingly called back most often. Based on these results, there seems to be a hierarchy regarding the likelihood of callbacks: White, East and Southeast Asian, Black. Racist!

What does this mean for East and Southeast Asian people in the Netherlands?

The predominant view is that the Netherlands is ‘colour blind’, but the results of this study show that this idea should be rejected. Very little research has been conducted on racism in the workplace towards East and Southeast Asian people in the Netherlands, but the small number of studies that have been conducted repeatedly show that racism in the labour market is a daily occurrence. Back in 2019, it was found that someone with an East or Southeast Asian background is less likely to receive a positive response from an employer than Dutch people without a migration background (source: Beyond the silence: Exploration of experiences with discrimination during the Covid-19 pandemic among Dutch people with an East Asian background). It does not stop there. In Western organisations, there is an underrepresentation of East and Southeast Asian people in management positions (source: CHRO), and research by the National Government illustrates that one in 10 employees experience racism. This is unacceptable.

The Netherlands needs to pay more attention

The Netherlands needs to pay more attention to appearance-based discrimination and discrimination against East and Southeast Asian people in the Netherlands. While we have been familiar with the glass ceiling for women for years, we are much less familiar with the invisible career obstacles that people from East or Southeast Asian descent face. In the United States, this is called the bamboo ceiling. Albeit a thoroughly questionable term that should be dissected further, it has given a name to the discrimination against Asian people on the labour market in the United States, which has been recognized as a long-standing issue. In the Netherlands, there is unfortunately still far too little attention for this issue. We must make this a subject of public debate and we also need to dedicate space and finances for scientific research on this topic.

Ashanti

This is not a recent issue either. In the 1980s, these kinds of problems were just as prevalent. A group of activist women of colour opposed racism in the Netherlands and established the magazine Ashanti (1980-1987), a magazine for and by Surinamese women. The topics in Ashanti say it all: institutional racism, heteronormativity, having relationships with several people at the same time, abortion rights, the advance of fascism in the Netherlands, the welfare state, the consequences of colonialism, women in Palestine and Surinamese independence. These are all themes that were relevant when the magazine was published more than 40 years ago and they are just as relevant in the present day.

What should we do about this?

More scientific research on this topic is needed. Science has a great influence on policy makers, so it is vital that science pays specific attention to racism. The government can exert influence through legislation against racism on the labour market. In addition, racism against East and Southeast Asian people in the Netherlands is often forgotten when anti-racism policies are discussed. Therefore, it is essential that Asian people in the Netherlands are represented in policymaking positions. Yet that in itself is also not sufficient. We must continue to speak up. 

Too little awareness

We have to put more pressure on organisations to hire people of colour in prominent and leadership positions. We should support all organisations working against racism in the Netherlands. In addition, we depend on you; citizens who feel that things can no longer continue in this manner and are committed to standing up against racism.

Therefore, we call upon all of you: we are looking for volunteers at Asian Raisins, anyone who supports our vision is welcome. We need all the support we can get!

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