Downplaying difference? How ethnic minorities navigate discrimination in Norway

Discrimination runs against the most fundamental values of modern societies. Even in egalitarian welfare states such as Norway, there is ample evidence of discrimination against ethnic minorities in hiring processes. However, there is an acute lack of knowledge about how ethnic minorities respond to and navigate this reality. The primary aim of NAVIGATE is to generate knowledge about how ethnic minorities in Norway adjust their career preferences and behavior in response to anticipated discrimination at different stages of the career trajectory, from the job search phase, through the transition from education to work and throughout their labor market careers. We aim to answer three overarching questions: • To what extent do ethnic minorities self-select into particular segments of the labor market to avoid discrimination? • Do they downplay racial and ethnic cues when applying for jobs, and how do they adapt to anticipated discrimination once they have secured a job? • To the extent that ethnic minority job seekers and employees attempt to cope with (the prospect of) discrimination, does it matter for their labor market outcomes? The project is organized in three work packages (WPs). Deploying qualitative and experimental data, WP1 focus on the job search phase, and explore the relationship between minorities physical appearance and what type of de-stigmatization strategies they deploy to avoid hiring discrimination. Using quantitative data, WP2 focus on the transition between education and work, and explore if de-stigmatization strategies, such as changing to a Norwegian sounding surname, matter for minorities labor market outcomes. Deploying qualitative and quantitative data, WP3 focus on the strategies ethnic minorities apply to navigate discrimination and subtle exclusion in the labor market. During 2022 we have facilitated a knowledge-based dialogue with stakeholders and policy makers. We have contributed to social impact through research based policy recommendations to the development of the government’s new Action Plan against racism and ethnic and religious discrimination. We have also had the opportunity to participate in stimulating knowledge exchange with social organizations such as MiRA Resource Centre, JobbX, Minotenk and UTAD Critical. Web: https://www.samfunnsforskning.no/english/projects/navigate/index.html

Discrimination runs against the most fundamental values of modern societies. Even in egalitarian welfare states such as Norway, there is ample evidence of discrimination against ethnic minorities in hiring processes. However, there is an acute lack of knowledge about how ethnic minorities respond to and navigate this reality. To what extent do they self-select into particular segments of the labor market to avoid discrimination? Do they downplay racial and ethnic cues when applying for jobs, and how do they adapt to anticipated discrimination once they have secured a job? To the extent that ethnic minority job seekers and employees attempt to cope with (the prospect of) discrimination, does it matter for their labor market outcomes? This project is the first of its kind to investigate processes of self-selection among immigrants and their descendants in a European context, the potential negative consequences of self-selection in terms of minorities’ self-worth, and the potential rewards of self-selection in terms of their labor market outcomes. An interdisciplinary team of sociologists, social psychologists and economist will through an innovative combination of methodological approaches analyze self-selection processes at different stages of minorities’ career trajectories.The project is organized in three work packages (WPs). Deploying qualitative and experimental data, WP1 focus on the job search phase, and explore the relationship between minorities physical appearance and what type of de-stigmatization strategies they deploy to avoid hiring discrimination. Using quantitative data, WP2 focus on the transition between education and work, and explore if de-stigmatization strategies, such as changing to a Norwegian sounding surname, matter for minorities labor market outcomes. Deploying qualitative and quantitative data, WP3 focus on the strategies ethnic minorities apply to navigate discrimination and subtle exclusion in the labor market.

Publications from Cristin

Å redde hvite folks ansikt : Ritualer og makt i rasialiserte situasjoner

Eksplisitt rasisme til hverdags: Unge muslimers opplevelser av rasisme på nettet

The Way They Look: Phenotypic Prototypicality Shapes the Perceived Intergroup Attitudes of In- and Out-group Members

Hacking attractiveness biases in hiring? The role of beautifying photo-filters

Rasisme og diskriminering

Rasisme på norsk: Begreper og realiteter

Forbigående fenomen eller permanent virkelighet? Etnisk diskriminering i arbeidsmarkedet på tvers av tid, sted og generasjoner

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Norsk eller ikke norsk? - Å være norsk rommer mye mer i dag enn før

Rasismen påvirker selvforståelsen

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Etnisk mangfold og lønnsomhet

Drømmen om høyere utdanning: Innvandrerdriv, diskriminering og ønsker om anerkjennelse

Saving the white guys’ face: Unpacking the invisible labour behind non-responses to racial stigmatization

Making Sense of Hate: Young Muslims’ understandings of online racism in Norway

Making Sense of The Extreme: Young Muslims’ understandings of online racism

Making Sense of Hate: Young Muslims’ understandings of online racism in Norway

Hva er et interseksjonelt perspektiv?

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No publications found

Rasismens utbredelse

Rasismens konsekvenser

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