A recent study from the University of Siegen has revealed a potential disparity in the allocation of apprenticeship positions in Germany, suggesting that applicants with names perceived to indicate a migrant background may face disadvantage. The research, released this week, indicates a significant difference in response rates between applicants with what are considered “German-sounding” names and those with names associated with different ethnic backgrounds.
According to the study’s findings, applicants with names such as “Lukas Becker” receive a response approximately two-thirds of the time. In contrast, individuals with names such as “Yusuf Kaya” or “Habiba Mahmoud” often do not receive any feedback on their applications. Researchers attribute this phenomenon to concerns among some businesses regarding the additional administrative burden or perceived challenges associated with hiring individuals with a migrant background.
The study highlighted a stark ratio: applicants with “Lukas Becker” as a name receive an average 67 responses for every 100 applications submitted, while those with “Habiba Mahmoud” receive only 36. The reasons for this disparity are varied and encompass fears about potential language barriers and existing cultural biases. Ekkehard Köhler, a lead author of the study, emphasized that Germany cannot afford to overlook potential talent, particularly within the skilled trades sector, which is currently grappling with a shortage of young workers.
The research team conducted a comprehensive analysis, sending over 50,000 email inquiries to training providers and surveying approximately 700 companies to gather their experiences. The data suggests that strong academic records and extracurricular involvement, such as participation in science competition programs like “Jugend forscht” do not necessarily mitigate the discrepancy in response rates.
