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Are Employers Less Likely to Hire Muslims?
Research conducted at Davenport University by Murad Ali indicates that Muslims are the least likely out of all other ethnic groups to be hired by employers. Participants were students enrolled in either the MBA program or in business undergraduate courses. The type of full-time work the students engaged in ranged from entry level to senior executive. Many of the MBA students were already managers and had hiring powers within their companies. Participants ranked their desired applicants for positions based upon their own preconceived notions from 1-5. A ranking of 1 meant that the applicant was most desirable and a ranking of 5 meant that the applicant was least desirable. All of the applicants were considered to be equally qualified and all of them were male. The only difference between the applicants was there name. Robert Schwalbach (White), Tyrone Johnson (Black), Yan Chin (Asian), Pedro Gonzalez (Hispanic) and Ahmed Al-Arabi (Muslim) were used to represent the different races and ethnic groups. The results of the study indicated that the following order of preference was as follows African American, Caucasian, Asian, Hispanic and Muslim. African Americans were more likely to be called back for employment while Muslims were the least. The data was split into similar groups with African Americans, Caucasians, and Asians on the far left with Hispanics and Muslims on the far right. Data indicating which background the participants came from wasn’t collected. It is interesting to note that those people who are considered “main stream” or who have been in the country for some time were all very similar in their rankings. Hispanic and Muslims who are seen as newer immigrants were stratified as the least likely to be hired. In essence this means that immigrants are not considered to have the same desirability to employers as “main stream Americans”. It is therefore possible that poverty, unemployment and lack of healthcare may be something imposed on this group than by personal choice. Employers should be aware of the results of this study because it has an impact with their compliance to the Civil Rights Act. As Muslims become more aware of their rights in the workplace employers may have more lawsuits to deal with. If the hiring managers allow their personal preferences to determine who they are going to hire, instead of most qualified, the bottom line of the company may be affected.
This article was posted on October 28, 2005
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