discrimination in hiring against North Africans, a “generalized” phenomenon, H24info

With equal skills, candidates with a Maghrebian-sounding first and last name are much less likely to be contacted by recruiters, underlines this study carried out by the Inter service migrants-Center for observation and research on the urban and its changes and the Institute of Public Policy.

On average, with equal skills, “candidates whose identity suggests a Maghrebian origin have a 31.5% less chance of being contacted by recruiters than those with a first and last name of French origin,” notes l study relayed by the newspaper Le Monde.

To receive the same number of positive responses, a person whose first and last name is North African-sounding must send on average 1.5 times more applications than a person with the same profile but whose first and last name are North-African sounding. French.

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“Employers refuse 20.5% more frequently applications whose identity is North African-sounding than those whose identity is French-sounding,” notes the study.

Entitled “Discrimination in the hiring of people of supposed North African origin: what lessons from a major study by testing?” », This survey also shows that discrimination is about twice as strong in low-skilled trades compared to skilled trades.

The study further specifies that women are as affected as men, regardless of the family situation indicated or not on the application.

Intended to measure the extent of discrimination in hiring against North Africans, a phenomenon pointed out by other surveys carried out in recent years, this new study, carried out between December 2019 and April 2021, with an interruption between March and June 2020 (due to containment), relied on the creation of fictitious applications sent in response to actual job offers.

Four applications (one female and one male for each supposed origin – French and North African), i.e. 9,600 in total, were sent in response to 2,400 job offers, covering 11 categories of trades, covering the entire metropolitan territory and including three age groups.

Of the 2,400 job offers tested, 1,516 gave rise to identical treatment from recruiters: all four candidates received no response, or all four aroused interest. The success of applications was measured using the callback rate, that is, the proportion of applications in which employers express an interest.

Carried out under the aegis of the Ministry of Labor, the study reveals that when recruiters show an interest in 3 CVs out of the 4 sent, it is in 6% of cases to the detriment of a candidate whose first and last name are Maghrebian-sounding, against 3% for a candidate with a surname of French origin.

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Likewise, when two out of four candidates are called, those with a French-sounding name are privileged in 6% of cases over the two candidates whose name has a North African sounding (only 1%). Finally, when only one candidate is contacted (15% of cases), it is most often an application suggesting a French identity that has retained the interest of the recruiter – 11% of the tests – against 4% for candidates whose identity suggests a Maghrebian origin.

According to the study, the recruitment difficulties experienced by certain sectors do not manage to stem the phenomenon. They only reduce the gaps, but without erasing them: thus, the gap in the recall rate is 26% in trades that are struggling to find labor, against 34% in other professions.

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