Reduce social inequality, support integration and counter the skilled-labour shortage – this was the goal behind the PATHS2INCLUDE research project when it began three years ago. From 2023 to 2026, project teams under the leadership of OsloMet University in Norway investigated how company measures and programmes could improve disadvantaged individuals’ access to the job market in Europe. A team from Leibniz University Hannover’s (LUH) Institute of Sociology led by Prof. Dr. Christian Imdorf participated in the project. The European Union provided a total of 2.87 million euros in funding to PATHS2INCLUDE through the Horizon Europe programme.
Seven teams from across Europe conducted research for PATHS2INCLUDE on how companies can reduce social inequalities and promote integration into job markets. The project focused on four core areas: identifying discriminatory attitudes (for example, regarding ethnicity, gender or caregiving responsibilities), the influence of organisational resources and guidelines on hiring decisions, organisational characteristics that can facilitate disadvantages and discrimination, and the methodological advancement of social science research on discrimination.
The German sub-study at LUH focused on the question of how organisations can integrate individuals with a migration background, particularly in the context of the skilled-labour shortage. Quantitative online surveys were conducted in Germany, Norway, Poland and Romania, and qualitative interviews were carried out with individuals responsible for hiring decisions. The research team also asked recruiters to provide evaluations of fictional applicant profiles. This enabled the precise identification of which organisational characteristics increase or decrease hiring probability. “In times of skilled-labour shortage, companies ensure their survival through diversity and inclusion measures in hiring processes and the organisational integration of people with a migration background,” said Professor Imdorf.
The findings
The investigations revealed that in Germany, the General Act on Equal Treatment (AGG) is not aligned with actual practices in companies. Company-specific criteria and routines shape decisions more strongly than expected. What is less surprising is that German-language skills are frequently viewed as a deciding factor. Especially in roles with direct customer contact, inadequate language skills can be a deal-breaker. However, when tasks require less communication, operational adjustments and internal training could compensate for the deficits ascribed to applicants. The specific area of work also plays a role. In jobs with a great deal of customer contact and a high level of communication, good German skills are often required, but this is very different in the IT sector, where the working language is often English.
In order for companies to effectively integrate employees with a migration background, the researchers suggest that they develop new, flexible onboarding strategies and fund internal or overarching German courses. To further reduce discriminatory barriers to hiring, employers should also standardise their evaluation systems – for example, by standardising forms and avoiding vague explanations.
The research team has developed recommendations for employers based on the findings:
- Flexible working conditions: Flexible working hours and locations make it easier to balance family and career and reduce disadvantages for women with and without a migration background – particularly those in highly demanding positions and those with children or other relatives requiring regular care.
- Clear evaluation criteria: A transparent selection process based on the applicant’s skills and qualifications – instead of vague categories such as “good chemistry” or cultural fit – reduces bias and increases fairness.
- Standards for the assessment of communication skills: Uniform assessment criteria for customer-oriented roles can help avoid discrimination and make it possible to compare performance.
- Concrete diversity measures: Inclusive hiring practices, onboarding measures and internal development programmes provide proven support for increased diversity.
- Systematic professional development: Internal training and qualification programmes strengthen skills and counter discrimination in hiring.
- Mentoring approaches: Mentoring and buddy programmes are cost-effective, and complementary government support eases implementation in companies of all sizes.
In times of skilled-labour shortage, diversity and inclusion measures result in a clear competitive advantage. PATHS2INCLUDE shows that realistic language requirements, transparent processes and targeted development paths provide disadvantaged groups with increased access to the labour market while simultaneously enabling companies to operate more effectively. State funding programmes for companies and organisations can further accelerate the implementation and establishment of effectual measures.
Note to editors:
For further information, please contact Prof. Dr. Christian Imdorf, Institute of Sociology at Leibniz University Hannover (tel. +49 511 762 4570, email: c.imdorf@ish.uni-hannover.de).
