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Logit Multilevel Analysis of Perceived Discrimination among MENA Immigrants to Europe, Age 15 and above
Source publication
In light of the new wave of immigrants and asylum seekers from the Middle East and North Africa (MENA) to Europe, this paper investigates some of the challenges of the previous phases of immigration of MENA immigrants in order to propose how to best address the needs of the new one. In particular, this paper looks at the relationship between differ...
Contexts in source publication
Context 1
... directly addressing the research questions at hand, it is instructive to consider societal, individual, and population factors that may moderate results or stilt analysis. The results presented in Table 1 suggest that gender is an important indicator of reported discrimination among MENA immigrants to Europe, with males approximately 13 percent more likely to report discrimination than females in all models. This is consistent with studies (Heath, 2007;Nielsen, 2004;Adsera and Chiswick, 2007) suggesting that women immigrating to liberal countries from more conservative and male-dominated cultures feel more liberated and less discriminated as a result of the comparative difference in their new society's attitudes towards women and gender-roles. ...
Context 2
... models presented in Table 1 also show that the number of years since immigration (YSM) is an important indicator for the level of reported discrimination among MENA immigrants to Europe. Those who are 6-10 years in Europe are most likely to perceive discrimination than those who have been around for longer on one side and the reference group - the newcomers (1-5 YSM) on the other. ...
Context 4
... examining the effect of anti-discrimination policies, Table 1 shows that, in general, policies that are broad correlate with lower levels of perceived discrimination. In contrast, more defined policies actually correlate with higher levels of perceived discrimination, seemingly a puzzling finding that will be discussed in detail below. ...
Context 5
... only policy category to not correlate with significant levels of discrimination is institutionalized anti-discrimination policies and there is also no clear trend in perceived levels of discrimination with increasing levels of tenure. This matches the overall effect shown in Table 1 where this aspect has no significant effect as well as follows previous studies mentioned above. ...
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Immigrants from Western Europe to the United States are commonly assumed to be racially white. Almost no attention has been paid, however, to recent changes occurring within the composition of the Western European immigrant population: individuals who were born in Western Europe but whose families have origins outside of Western Europe have been mi...
Citations
... The relationship between anti-discrimination policies relating to migrants (ethnicity, race, religion and citizenship) and the process of discrimination is still relatively unexplored (Huddleston, 2020). No systematic link emerges between the overall strength of anti-discrimination policies and the level of discrimination towards migrants (André & Dronkers, 2016;Callens & Meuleman, 2017;Kislev, 2018Kislev, , 2019Ziller, 2014). Some positive, but limited, effects are observed for specific policies, such as clear definitions in law, enforcement mechanisms and, to some extent, equality policies and bodies (Kislev, 2018(Kislev, , 2019. ...
... No systematic link emerges between the overall strength of anti-discrimination policies and the level of discrimination towards migrants (André & Dronkers, 2016;Callens & Meuleman, 2017;Kislev, 2018Kislev, , 2019Ziller, 2014). Some positive, but limited, effects are observed for specific policies, such as clear definitions in law, enforcement mechanisms and, to some extent, equality policies and bodies (Kislev, 2018(Kislev, , 2019. In his studies, Kislev (2018Kislev ( , 2019 finds that these positive benefits are most apparent for long-settled first-and second-generation, especially those from the Middle East and North Africa (MENA). ...
... Some positive, but limited, effects are observed for specific policies, such as clear definitions in law, enforcement mechanisms and, to some extent, equality policies and bodies (Kislev, 2018(Kislev, , 2019. In his studies, Kislev (2018Kislev ( , 2019 finds that these positive benefits are most apparent for long-settled first-and second-generation, especially those from the Middle East and North Africa (MENA). By and large, it seems that laws and policies do not directly affect the perceived level of discrimination in society. ...
This paper explores the link between migration policies and migration and migrant integration dynamics, providing an overview and analysis of key findings from the existing literature. This link is usually analysed from a two-fold perspective: either in relation to the main factors associated with migration policies, or in relation to the effect of migration policies. This report considers research from both perspectives and presents key findings that serve to update existing research as well as fostering additional research on the topic. Various potential factors have been identified as possible determinants of migration policies: migration-related factors (e.g. size of the migrant group in a country); institutional factors (e.g. country’s wealth, its welfare system and its labour market conditions); media and political factors (e.g. political ideologies and public opinion). More restrictive policies are associated with lower numbers of migrants, smaller immigration flows and changes in the composition of these flows (e.g., reduction of low-skilled migrants). Policies also produce unintended effects, such as an increase in the number of undocumented migrants in a country. Furthermore, under inclusive policies there is less public fear of migrants in the public opinion, while migrants enjoy greater opportunities to participate in society, improve their skills, and establish themselves in the destination countries. Migrants also develop positive attitudes about their life satisfaction, their health, and their participation in politics.
... First, studies show that Muslim minority groups are strongly discriminated against in Western labour markets (Bartkoski et al., 2018) and face significant barriers in finding employment and earnings (Adida, Laitin, and Valfort, 2016). Many Muslims report experiencing discrimination (Kislev, 2018), and anti-Muslim sentiments are widespread in the populations of Western countries (Strabac and Listhaug, 2008;Strabac, Aalberg, and Valenta, 2014;Savelkoul et al., 2011). Scholars have therefore argued that, in the European context, Muslim boundaries are particularly salient (Alba, 2005;Alba, and Foner, 2015). ...
This study compares generalised trust between second-generation Muslim and non- Muslim migrant groups in Europe, and examines the effect on trust of discrimination and cultural transmission. Analysis of data from the European Social Survey of 4,687 respondents in 32 European countries shows that second-generation Muslim groups have lower levels of trust than second-generation non-Muslim minority groups. The findings provide no evidence that Muslims’ lower levels of trust are due to discrimination and exclusion. Rather, results indicate that the differences are due to cultural transmission: Muslim groups originate more often from low-trust societies, and generalised trust is transmitted from one generation to the next.
... As for national contexts, previous research has identified remarkable cross-national differences in the size of racial-ethnic inequalities in labor market outcomes which have been often linked to country differences in employment discrimination (Heath et al. 2008;Kislev 2019;Kogan 2006;Lancee 2016;Van Tubergen et al. 2004). For example, it has been suggested that employers' discriminatory practices are affected by the state of the national economy (Heath and Cheung 2007), the legal opportunities to dismiss underperforming workers (i.e. the strictness of employment protection legislation) (Kogan 2006), the presence and strictness of anti-discrimination legislation (Kislev 2018;Pichler 2011;Van Tubergen et al. 2004), and/or short-lived and/or historically grown tensions between racial and ethnic groups (Alba and Foner 2015b;Foner and Alba 2008;Kislev 2019). ...
Previous research has provided compelling evidence for the existence of racial and ethnic discrimination in the labor market (Heath and Di Stasio 2019; Quillian et al. 2017, 2019; Zschirnt and Ruedin 2016). So far, however, it has been unclear whether all racial and ethnic minority groups are equally affected by hiring discrimination. Also, much research has been largely descriptive, providing little insights into the sources of racial and ethnic discrimination in hiring. Using a meta-analysis and a cross-national harmonized field experiment, this dissertation provides new evidence about the extent of discrimination against different racial and ethnic minority groups as well as some of the factors that may affect racial and ethnic discrimination in hiring. This dissertation finds that black and non-western minority groups face higher levels of discrimination than western minority groups. These findings suggest that those who already occupy a vulnerable socioeconomic position in society face the highest risk of discrimination in the labor market. Furthermore, the present study provides more insights into the sources of racial and ethnic discrimination in the labor market by considering the impact of diagnostic information about individual productivity, indicators of group productivity, and the social environments wherein hiring takes place (i.e. national- and regional contexts). Broadly, the findings seem to indicate that overall levels of racial and ethnic discrimination cannot be explained by a lack of productivity-relevant information in application materials (cf. Agerström et al. 2012; Koopmans et al. 2018; Vernby and Dancygier 2019) nor by indicators of skill differences between racial and ethnic minority groups. The evidence here rather suggests that racial and ethnic discrimination is related to (employer perceptions about) origin countries and the broader social context in which employers operate, such as national and regional contexts. All in all, these findings indicate that different contexts of reception (Portes and Rumbaut 2001) can have a strong impact on the distribution of labor market opportunities among different racial and ethnic minority groups.
... Indeed, findings show that there is a slow process of economic integration among the seven groups of immigrants examined here, such that secondgeneration immigrants, as well as first-generation immigrants who have lived longer in Western Europe, advance economically in a significant way. These findings are consistent with previous studies, such as that of Heath and Cheung (2006) and that of Kislev (2017b). ...
This paper provides an examination of seven groups of first- and second-generation immigrants in Western Europe. The aim of this study is to track the trajectories of these immigrants’ economic and social assimilation and to compare them. Data from the European Social Survey (ESS)and the Migrant Integration Policy Index (MIPEX)are integrated here in a multilevel analysis. Findings show that while Western European immigrants show an improvement in economic indicators over time and generations, they show no improvement in social indicators. Thus, this study proposes a model of dual assimilation, which more closely reflects the Western European context than existing models.
... In the recent refugee crisis, it has been observed that the major barrier to securing employment is the non-recognition of qualifications and previous work experience. Recent literature on "organizational barriers" highlights that discriminatory processes within organizations prevent refugees from fully participating in the labor market [29][30][31][32][33]. ...
This article examines the role of institutions—particularly universities—in the recent refugee crisis. It contributes to the debate on the integration of refugees through the higher education system in Spain. Based on semi-structured interviews with refugees and experts in the institutions linked to the reception and integration of refugees, the paper presents evidence—albeit within an under-developed field of analysis—which has strong practical and sustainable policy implications. I argue that expanding access to university, by recognizing refugees’ qualifications and their overcoming of language barriers, increases the potential of refugees to contribute to the socio-economic progress of the receiving country and thus avoid marginalization. The evidence-based analysis of the effectiveness of the existing initiatives and programs for the integration of student refugees identifies challenges that still need to be addressed. The conclusions highlight the role of universities as sustainable actors in the integration of refugees, which through their programs make the reality of refugees more visible to other actors throughout Europe in the hope of encouraging institutions and other organizations to follow their lead in effective and sustainable initiatives.
