Muslim labour market disadvantage persists into second generations, signalling discrimination beyond human capital.
Evidence
Using European Social Survey data, Connor and Koenig (2015) underline that human capital and migration play a partial role in explaining labour market disadvantages, but that Muslims may also be suffering from potential discrimination given the fact that disadvantage extends to the second (non-migrant) generation and not just to the first (migrant) generation. Discrimination could play a part at the point of recruitment through the deselection of candidates with ‘foreign-sounding’ names or whose residential address is in an area with a high level of minority ethnic and religious concentration. At interview stage, candidates could be rejected because they are visibly Muslim because of religious attire or grooming, for example. Yet these early stages of discrimination do not account for all labour market discrimination: we must also consider employees who are refused promotion within organizations due to their ethnic and religious identity, and employees who are actively marginalized in the workplace due to such discrimination. — A. Hussain, N. Meer, Framing Muslim Integration, 278
Categorization
- XREF: Extends the paper’s labor-market argument by showing how discrimination operates across recruitment, interview, promotion and workplace marginalization stages — layered discrimination mechanisms. — connects to: Muslim employment shortfalls persist even after controlling for time in education. — A. Hussain, N. Meer, Framing Muslim Integration, 231; Human capital and social networks only partially explain Muslim employment gaps. — A. Hussain, N. Meer, Framing Muslim Integration, 276; Second-generation Muslim disadvantage proves discrimination outlives migration effects — Runnymede Trust (ed. Farah Elahi & Omar Khan), Islamophobia: Still a Challenge for Us…, 273 (+3 more)
- QUESTION: The two-generation persistence claim rests on European Social Survey data from 2015; worth checking how newer data and controlled audit studies have updated this picture.
Related
- Second-generation Muslim disadvantage proves discrimination outlives migration effects (similarity 0.94)
- Human capital and social networks only partially explain Muslim employment gaps. (similarity 0.90)
- Muslim employment gaps persist beyond what full-time education explains (similarity 0.85)
- Higher education rates fail to translate into employment parity for British Muslims (similarity 0.84)
- Muslim employment shortfalls persist even after controlling for time in education. (similarity 0.83)
- British Muslim women fail to achieve expected returns on education due to employment discrimination (similarity 0.80)
- Visible Muslim identity measurably worsens job-market outcomes in Britain. (similarity 0.80)
Broader Connections
- Second-generation Muslim disadvantage proves discrimination outlives migration effects
#corroborates(0.95) — Runnymede Trust (ed. Farah Elahi & Omar Khan), Islamophobia, 273 - Higher education rates fail to translate into employment parity for British Muslims
#corroborates(0.93) — A. Hussain, N. Meer, Framing Muslim Integration, 258 - Muslim employment gaps persist beyond what full-time education explains
#corroborates(0.92) — Runnymede Trust (ed. Farah Elahi & Omar Khan), Islamophobia, 226 - Visible Muslim identity measurably worsens job-market outcomes in Britain.
#corroborates(0.88) — A. Hussain, N. Meer, Framing Muslim Integration, 304