为什么公司更喜欢来自非移民家庭的申请人:用一个相互关联的公司-申请人调查来调查低资格青少年获得职业培训的机会

IF 1.6 Q2 EDUCATION & EDUCATIONAL RESEARCH
Janina Söhn
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引用次数: 1

摘要

在德国的双轨制职业培训制度中,公司招收学徒,低水平中学(高等学校)的毕业生,特别是来自移民家庭的毕业生,在获得这种学徒资格方面处于明显的不利地位。先前的定性研究已经指出了公司的招聘标准对间接歧视机制的作用,例如,他们希望在公司内部进行顺利的社会互动。本文建立在对低技能青少年成功或不成功申请双重职业培训的公司进行标准化调查的基础上。该公司的数据与对同样的女孩和男孩的二次纵向调查数据相匹配。哪些招聘准则使少数族裔处于不利地位,从而间接助长种族歧视?理论方法认为(了解)移民国家的官方语言既是一种功能要求,也是一种等级种族边界制定的工具。此外,企业内部社会互动的概念和各自的规范以及同质性受到实证检验。统计结果显示,如果企业在选拔过程中强调社会契合标准,那么具有移民背景的求职者在低于平均水平的招聘机会会有所降低。此外,与最初的假设相反,少数民族青年只有在申请那些认为语言表达能力不那么重要的公司时才会处于实质上的劣势。认为这一标准非常重要的公司可能会给来自移民家庭的申请人在面试中展示自己的机会,从而消除种族刻板印象,比如第二代移民青年表现出严重的语言缺陷。
本文章由计算机程序翻译,如有差异,请以英文原文为准。
Why companies prefer applicants from non-immigrant families: investigating access to vocational training among low-qualified adolescents with an interlinked firm-applicant survey

In the German system of dual vocational training, in which companies recruit apprentices, graduates from low-level secondary schools (Hauptschule), and particularly those from immigrant families, are at a significant disadvantage regarding access to such apprenticeships. Previous qualitative studies have already pointed to the role of companies’ recruiting criteria for mechanisms of indirect discrimination, e.g., their desire for smooth social interaction within the firm. This article builds on a standardized survey among companies to which low-skilled adolescents successfully or unsuccessfully applied for dual vocational training. The company data are matched with secondary longitudinal survey data on the same girls and boys. Which recruiting criteria put ethnic minorities at a disadvantage and hence indirectly facilitate ethnic discrimination? The theoretical approach considers (knowledge of) the immigration country’s official language as both a functional requirement and a tool of hierarchical ethnic boundary making. In addition, concepts of social interaction within firms and respective norms as well as of homophily are subjected to an empirical test. Statistical results show that the below-average recruitment chances of applicants with a migration background are somewhat lower if companies stress a social fit criterion in their selection procedures. Furthermore, contrary to the initial hypothesis, ethnic minority youths are only substantially disadvantaged when applying to firms which consider the ability of verbal expression less crucial. Firms which consider this criterion very important may give applicants from immigrant families the chance to present themselves in a job interview and thus dispel ethnic stereotypes like the one that second-generation immigrant youths display serious language deficiencies.

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来源期刊
CiteScore
3.40
自引率
7.70%
发文量
9
审稿时长
13 weeks
期刊介绍: The main focus of this journal is to provide a platform for original empirical investigations in the field of professional, vocational and technical education, comparing the effectiveness, efficiency and equity of different vocational education systems at the school, company and systemic level. The journal fills a gap in the existing literature focusing on empirically-oriented academic research and stimulating the interest in strengthening the vocational part of the educational system, both at the basic and higher education level.
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