Stage discrimination in the MBO is a persistent problem. Which prevents many young people from obtaining diplomas and working on their future.
The central government launched the #KIESMIJ awareness campaign in 2020, but a structural change does not seem to be visible yet.
How does internship discrimination manifest itself?
On the one hand, interns with non-Western surnames or headscarves often struggle to find internship positions. On the other hand, interns from marginalized groups regularly face discrimination in the workplace.
A poignant example from the first category is a report we received from a boy who was not recognized by his biological father until later in life. He then adopted his father’s Arabic surname. Before he adopted this surname, he was almost always invited to job interviews. But after the Arabic surname was on his resume, he didn’t get a chance anywhere. When he changed his last name again, he did get invited for interviews again.
The second form, workplace discrimination, is not always easily recognized. For example, discriminatory remarks are made about origin, disability or sexual orientation, often under the guise of “a joke.
Many cases of internship discrimination go unreported
We regularly receive reports through our Discrimination.nl/Flevoland hotline, but the suspicion is that this is just the tip of the iceberg.
Young people do not always know whether it is discrimination and often they do not know that there is a possibility to report it. Research by Verwey-Jonker on internship discrimination shows that reports are mostly made in the informal sphere, for example to a mentor or internship supervisor. The majority of the reporters are dissatisfied with how educational professionals responded and followed up the report, among other things because signals were trivialized. Or because education professionals often do not know how to deal with them. Efforts to increase knowledge on the subject among schools and raise awareness of the importance of reporting among students is important, as this helps develop data collection, and policies to combat internship discrimination.
Why it’s good for businesses to combat discrimination
Countering discrimination within a company is not only acting under Article 1 of the Constitution, but diversity in the workplace is additionally a wealth that many organizations can benefit from. A diverse workforce brings a wider range of ideas and perspectives, which promotes innovation and creativity. By evaluating interns and applicants on their qualifications and potential rather than their last name, companies gain access to a larger talent pool.
An inclusive corporate culture also improves an organization’s reputation and makes it more attractive to talented applicants. This also has positive effects on the work atmosphere, as employees feel valued and respected. This ultimately contributes to higher productivity and increased loyalty within the company.
Does your organization need help creating inclusive policies? We can support this through our training courses on labor market discrimination.
Please contact us at info@bureaugelijkebehandeling.nl or call 0320-233327.
