A study published Wednesday, November 24 shows that equal skills, candidates with a name and a Maghreb consonance name are much less likely to be contacted by the recruiters.
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Despite private initiatives and the implementation of public policies, discrimination on hiring against Maghreb candidates remains “generalized and persistent”. This is confirmed by a study published Wednesday, 24 November by the inter-service migrant-observation and research center on the urban and its mutations and the Institute of Public Policies.
On average, with equal skills, “candidates whose identity suggests a Maghreb origin have 31.5% less less to be contacted by the recruiters than those with a first name and a name of French origin” . To receive the same number of positive responses, a person whose first name and name are Maghreb consonance must send an average of 1.5 times more nominations than a person with the same profile but whose first name and name are at consonance French. “Employers refuse 20.5% more frequently applications whose identity is in Maghreb consonance than those whose identity is in French consonance”, notes the study.
“Discrimination on the hiring of people of origin supposedly Maghreb: What teachings of a great study by testing?”, this survey breaks some preconceived ideas. It shows, as well as discrimination is about twice as strong in the low-skilled trades in relation to qualified trades (although these deviations remain high, regardless of the characteristics of the trades). It also specifies that women suffer as much as men, regardless of the family situation indicated or not on the application.
2,400 job offers tested
Over the years, many surveys document the difficulties faced by French women’s immigration on the labor market at the first stage of recruitment. In order to draw up an inventory of their scale, this new study, conducted between December 2019 and April 2021 (with an interruption between March and June 2020), relied on the creation of fictitious nominations sent in response to offers D actual jobs. Four candidatures (a feminine and one masculine for each supposed – French and Maghreb origin), or 9,600 in total, were sent in response to 2,400 job offers, covering 11 categories of trades, covering the entire territory metropolitan and including three age groups.
Of the 2,400 job offers tested, 1,516 resulted in the same treatment on the share of recruiters: the four candidates received no response, or the four have aroused interest. The success of the candidatures was measured from the reminder rate, that is, the proportion of applications for which employers express an interest.
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