Research Finds Migrants Disproportionately Struggle in Accessing Training Opportunities
In a striking revelation, a 2025 study published by the University of Siegen suggests that job applicants with a migration background face significant discrimination when securing apprenticeships in Germany. The study, based on over 50,000 fictitious email applications to 700 businesses, found that applicants with non-German sounding names received fewer positive responses than those with German names, regardless of their merit or qualifications.
For instance, a German name like “Lukas Becker” received replies to 67% of inquiries, while “Habiba Mahmoud”—an Arab-sounding name—received only 36%, with other migrant-origin names like “Yusuf Kaya” (Turkish) and “Ivan Smirnov” (Russian) also disadvantaged.
The study identifies several reasons for this discrimination:
- Concerns over language skills and cultural differences: Employers worry that applicants with migrant backgrounds might face integration challenges, particularly regarding language proficiency and cultural fit.
- Bureaucratic challenges and legal status uncertainties: Companies express hesitation due to perceived complications in hiring migrants, such as paperwork and legal restrictions.
- Stereotypes and perceived cultural integration issues: Applicants with Arab names faced the biggest challenges in cultural integration perceptions, followed by Turkish, Russian, and Hebrew-sounding names.
- Regional variation: Discrimination varies by region, with urban areas having lower discrimination due to more exposure to diversity, while less diverse regions display stronger stereotypes and bias.
The study underscores that this discrimination persists even when applicants have excellent qualifications, indicating that origin trumps merit in hiring decisions for apprenticeships. This exclusion aggravates structural disadvantages for children of immigrants and contributes to inequality in the German labor market.
Ekkehard Köhler, the study author, emphasized that Germany cannot afford to waste potential, particularly in the skilled trades, which are facing a shortage of young talent. Yet, the study did not mention any potential solutions to address the observed discrimination in apprenticeship placements.
It is important to note that the study did not specify the number of applicants or companies involved in the research. However, it does reveal a clear ranking of discrimination, with applicants like "Lukas Becker" receiving more responses than applicants like "Habiba Mahmoud".
In conclusion, the University of Siegen’s study documents systematic ethnic discrimination in Germany’s apprenticeship market, rooted in concerns over integration, language, legal complexity, and cultural stereotypes, with significant regional differences and severe consequences for social equality and skills shortages.
- The study highlights the need for an introduction of education-and-self-development programs in politics to combat discrimination and improve diversity in the workforce, as it emphasizes that origin trumps merit in hiring decisions for apprenticeships, leading to social inequality and skills shortages.
- In light of the general-news story about systematic ethnic discrimination in Germany's apprenticeship market, it is crucial for politicians to address issues related to language skills, cultural differences, bureaucratic challenges, stereotypes, and regional variations to create a more inclusive and equitable labor market for all job applicants.
