减少少数民族青年在获得职业培训方面的劣势

来自少数民族的青少年在获得德国的职业培训方面面临的困难要比当地父母的同龄人。雇用学徒的公司的招聘实践至关重要。令人惊讶的是,一项新研究发现,雇主认为语言的关节性非常重要。

职业培训中的种族不平等

青少年从immigrant families often face greater difficulties in accessing vocational training in Germany than peers of native parentage. While an under-average school performance is part of the explanation, recruiting preferences and practices on part of companies who employ apprentices are crucial too. Research conducted at the Sociological Research Institute (SOFI) at Göttingen University and at Paderborn University differentiates this well-established phenomenon of ethnic inequity with an unexpected result: Employers who consider linguistic articulateness very important offer equal employment opportunities to ethnic-minority and ethnic-majority applicants.

The dual system in Germany

让我们首先退后一步,分享有关该发现的机构背景的更多细节。在德国,大约三分之一的中学毕业生继续接受教育,接受企业内职业培训。在这个所谓的双重系统中,学徒在公司中的一部分学习和工作,部分是在职业学校中。就国际标准而言,这种职业培训成功地使年轻人过渡到就业更顺利。

因此,被拒绝获得学徒制的长期影响对人们的其他职业产生负面影响。值得注意的是,公司而不是学校选择申请人。选择过程类似于劳动力市场正常招聘的过程 - 不幸的是,这包括有意或无意歧视性就业的可能性。

But even when compared with native-origin peers with the same level of secondary school education and similar grades in German and mathematics, ethnic-minority applicants face disadvantages in entering vocational training.

移民背景的儿童(其中大多数出生于德国,但外国父母的父母)已经在德国分层中学最低层中代表过多(Hauptschule)。Graduates with a corresponding low-level school diploma have witnessed declining chances to get access to vocational training over the last decades.

但是,即使与同一中学教育水平的本地原生素同龄人相比,在德语和数学方面的年级相似,族裔少数申请人在进入职业培训方面也会遭受劣势。

口头表情是关键

实际上,我们的研究的主要发现(即,部分公司的口头表现力的高度优先级对移民起源的申请人都是积极的 - 实际上是令人惊讶的。甚至一见钟情。毕竟,第二代年轻人精通德语的刻板印象是广泛的。

在研究项目中接受采访的人力资源人员或公司所有者中,约有43%的人同意调查中的这样的声明。从理论上讲,缺乏德语技能确实可能是学徒沟通的严重障碍。但是,共享这种陈规定型观念和实际招募模式没有一致的统计相关性。

该研究发现,在企业的招聘决策中,没有种族劣势,这些决策将语言关节视为选择学徒的非常重要的标准。

取而代之的是,当种族少数男孩和女孩向企业申请申请时,该研究在招聘决定中没有发现种族缺点,而这些企业将语言表达视为选择学徒的非常重要的标准。此外,该研究发现与其他公司存在严重的少数群体差距。

这些公司实际上很可能邀请了移民父母的青少年进行采访,而面对面的遭遇使他们有机会展示自己并展示自己的实际语言技能,消除潜在的预订。

Breaking the ice

In addition, the study shows that companies which already have experience with training ethnic-minority youths hardly report particular difficulties. The overwhelming majority would employ such apprentices again in the future. Hence, it is important to break the ice in companies without this experience. Given that second-generation youth is a growing demographic group in younger birth cohorts and that overall demographic aging in Germany continues, companies better be more open to give those future workers the chance to get the qualification the economy will need in the decades to come.

The investigation presented here analyzed indirect mechanisms of ethnic discimination in a more rigorous statistical manner than previous research. The study inter-linked a standardized survey of 446 applicants from low-tier secondary schools in the German regional state of Lower-Saxony with a survey of 345 firms to which these graduates applied to successfully or unsuccessfully. The surveys are no representative strictly speaking, but mirror the regional economic structure well in terms of industrial sectors and business size.

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