Second-generation Muslim disadvantage proves discrimination outlives migration effects
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. — Runnymede Trust (ed. Farah Elahi & Omar Khan), Islamophobia, 273
Categorization
- XREF: The persistence of disadvantage into the second generation is the key empirical move that isolates discrimination from human capital — analogous to how Halliday and Bleich each try to isolate ‘anti-Muslimism’ as a distinct causal mechanism. — connects to: Human capital and social networks only partially explain Muslim employment gaps. — A. Hussain, N. Meer, Framing Muslim Integration, 276; Muslim labour market disadvantage persists into second generations, signalling discrimination beyond human capital. — A. Hussain, N. Meer, Framing Muslim Integration, 278; Muslim employment gaps persist beyond what full-time education explains — Runnymede Trust (ed. Farah Elahi & Omar Khan), Islamophobia: Still a Challenge for Us…, 226 (+9 more)
Related
- Muslim labour market disadvantage persists into second generations, signalling discrimination beyond human capital. (similarity 0.94)
- Human capital and social networks only partially explain Muslim employment gaps. (similarity 0.88)
- Muslim employment gaps persist beyond what full-time education explains (similarity 0.82)
- Anticipated discrimination deters Muslims from entering hostile job sectors (similarity 0.80)
- Higher education rates fail to translate into employment parity for British Muslims (similarity 0.79)
- Muslim employment shortfalls persist even after controlling for time in education. (similarity 0.79)
Broader Connections
- Muslims in the United States endure discrimination in their everyday lives
#corroborates(0.82) — Evelyn Alsultany, Antisemitism and Islamophobia The…, 32 - An ethnic minority identity invites questions while a Muslim identity invites hostile expulsion
#expands(0.78) - Ethnic segregation persists among Muslim Americans despite unified racialization
#responds-to(0.77) — Saher Selod, Forever Suspect_ Racialized…, 519 - Religious identity racializes Arab and South Asian Muslims along shared lines
#expands(0.75) - Anti-Muslim discrimination is justified by invidious reference to Muslim cultural practices
#expands(0.75) — A. Hussain, N. Meer, Framing Muslim Integration, 108 - Anti-Muslim prejudice shapes Muslim-American identity formation from within
#complicates(0.74) — Carl W. Ernst, Islamophobia in America_ The Anatomy of…, 709 - Muslim visibility in Europe paradoxically increases perceived non-integration
#expands(0.74) — Green, Todd H, The Fear of Islam_ An Introduction to…, 708 - Perceived Muslim rejection of secularism eroded European faith in multiculturalism
#qualifies(0.72) — Green, Todd H, The Fear of Islam_ An Introduction to…, 359 - Authoritarianism and preference for cultural homogeneity drive anti-Muslim stereotypes.
#corroborates(0.70) — Carl W. Ernst, Islamophobia in America_ The Anatomy of…, 253