Take 2,400 real job offers in various trades. For each of them, let’s imagine and send four applications of the same professional quality: those of a man and a woman with North African-sounding names and those of a man and a woman with names that suggest a French origin.

This is the exercise carried out by a research organization and a consulting firm (1), under the aegis of the Ministry of Labor, taking care to neutralize the effect of other factors (sex, age, situation family, etc.). Their observation is clear: there are on the job market in France “A large-scale discrimination against candidates whose identity is North African-sounding”. Whether you are a man or a woman, a worker or an executive.

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The supposed North African candidates are more numerous than the supposed French candidates not to receive any response from recruiters (56.6%, against 49.6%). They are more often refused: 20.6% against 17.1%. They arouse an interest of the recruiter in only 22.8% of cases, against 33.3%, a difference of almost a third.

A factor of discrimination“Without commonality”

“A person whose first and last name are North African-sounding must send on average 1.5 times more applications than a person with the same profile and whose name and first name are French-sounding to receive the same number of responses positive “, calculated the researchers. Therefore, the supposed origin remains “A crucial factor of inequality in access to employment on the French labor market”, they conclude. In view of these results, the other factors of inequality, such as sex, studied elsewhere, are “Without commonality”.

This discriminating factor operates in all sectors and all types of trades, but to varying degrees. “All other things being equal, candidates of supposed North African origin are relatively less discriminated against among skilled trades (executives) than among low-skilled trades”, says the study. Discrimination is also much lower in trades which encounter recruitment difficulties.

No gap between men and women

These results corroborate other recent research work: one involving 110 of the 250 largest companies in terms of market capitalization concluded that discrimination against applicants with a Maghrebi immigrant background led to a 20% gap in the market capitalization. ” access to a job interview. Another involving 40 companies with more than 1,000 employees showed that twelve of them engaged in discriminatory recruitment against people with a North African-sounding name.

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On the other hand, the study does not confirm the often advanced hypothesis of a mutual amplification of discrimination according to sex and origin. The differences in treatment are of the same order, whether one is a woman or a man.


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