People with more mobility in the labor market experience less discrimination

Individuals with more flexibility in their job market circumstances are less likely to encounter workplace discrimination, according to a study by André van Hoorn published in Economic and Industrial Democracy. When faced with discriminatory employers, higher job mobility serves as an incentive for employers to address discrimination and maintain the employee, as they recognize that the employee's departure is easier.

However, workplace discrimination persists, and it varies among individuals within vulnerable groups, such as those with a migrant background or disability. This disparity can be attributed to reduced labor mobility.

Analyzing data from over 20,000 employees across 32 countries, the research found that nearly one in five workers (18.4%) experienced workplace discrimination over a five-year period. Van Hoorn's analysis revealed that people with limited job mobility are more frequently subjected to discrimination. Employers often intervene and improve working conditions for mobile workers experiencing discriminatory situations because they know the employee can easily move on to a more inclusive workplace.

Factors influencing job mobility include accessibility, such as the presence of multiple companies offering similar vacancies, and individual skills. Enhanced public transportation services and the development of marketable skills can increase mobility. Current anti-discrimination laws, however, may not adequately address smaller, everyday forms of discrimination.

Van Hoorn suggests that providing individuals with the opportunity to switch jobs can prevent them from being tied to one company and reduce discriminatory practices. He emphasizes that combating discrimination requires a societal effort rather than just an individual one.