Project info
Work package
- Inclusion
Sustainability threat
- External Shocks
Challenge
- Accommodating newcomers
Study info
Description of Study
Despite labour market integration being the most promising strategy for sustainable integration of refugees, refugee hiring rates in the Netherlands lag behind their native counterparts. This so called refugee entry effect has traditionally been studied in relation to refugee specific factors, such as differences in human and social capital. However, this effect persists even after controlling for such individual level differences. The present study examines the impact of organizational level factors on the hiring of refugees from the cohort who arrived in the The Netherlands during the years 2014-2015. We argue that organizations with a more diverse labor force and previous experience with the hiring of refugees are more likely to hire from new refugee cohorts because of higher levels of perceived familiarity and similarity. Dutch register data (CBS) is used to explore the effect of organizational diversity and previous hiring of refugees (period of 2006-2013) on the hiring of recent refugee groups (period of 2014-2018), while controlling for company size, sector, and location. Results from probit regressions, including 252,815 companies, are in line with both hypotheses.
Study research question
Do organisational factors of previous refugee hiring and organisational diversity positively predict refugee hiring of the recent refugee cohort (2014/2015) in the Netherlands?
Collection provenance
- External data
Collection methods
- Longitudinal survey
Personal data
No
External Source
Source description
CBS
—
File formats
- SPSS, stata, excel files
Data types
- Structured
Languages
- Dutch
Coverage start
Coverage end
01/01/2006
31/12/2018
Spatial coverage
All surviving Dutch companies between 2006-2018
Collection period start
01/01/2006
Collection period end
31/12/2018
Variables
Unit
Unit description
Sample size
Sampling method
Organizations
—
252,815
Selections based on CBS data, e.g. no self-employment, and company survival from 2006-2018.
Hypothesis
Theory
Previous experience of hiring refugees increases an organization’s likelihood of hiring refugees.
Theories on hiring discimination, based on the factors of familiarity and similarity in hiring decisions, as well as integroup contact
The more diverse a company’s composition in terms of the proportion of non-Western migrants, the higher the likelihood that an organization hires refugees.
Theories on hiring discimination, based on the factors of familiarity and similarity in hiring decisions, as well as integroup contact
Variable type
Variable name
Variable description
Dependent variable
Hiring of refugees
dichotomous variable (hiring/no-hiring)
Independent variable
Organisational diversity
Assessed two-fold: 1. (Mean) Proportion of 1st gen. non-Western migrants employed at a company; three dummies: 0= none, 1= 0-25%, 2= more than 25%; 2. proportion of 2nd gen. non-Western migranst in a company, two dummies: 0= none, 1= at least 1
Independent variable
Previous hiring of refugees
Based on aggregated, yearly data, we created dummies for having hired a refugee before (0= no, 1= yes)
Control variable
Organisational size
mean logarithm of company size
Control variable
Location
assessed by categorical data on province and municipal size
Control variable
Organisational sector
Based on the sector codes provided by the CBS. For the analysis we excluded sectors that did not hire a refugee
Discipline-specific operationalizations
Conflict of interest
n.a.
Data packages
Publications
Documents
Filename
Description
Date
Ethics
Ethical assessment
Unknown
Ethical committee