By Radboud University
Image: Simone Daino - Unsplash
Employees who can easily change jobs are less likely to experience discrimination in the workplace. When dealing with a discriminatory employer, job mobility acts as an important incentive: if you can leave more easily, your employer will often make greater efforts to combat discrimination and retain you. That's what André van Hoorn writes in Economic and Industrial Democracy.
Unfortunately, discrimination in the workplace still occurs, but in practice, not every person within a vulnerable group is affected by it to the same extent. Van Hoorn investigated differences within groups, such as employees with a migrant background or a disability. However, the research shows that even within these groups, some people experience discrimination more frequently than others. A key reason for this is more limited labour mobility.
"The data shows that people who are stuck in their jobs are more likely to face discrimination. If you can leave easily, an employer often realises this too. And if you’re a mobile worker experiencing an unpleasant situation, your employer will be more inclined to intervene and create a better working environment. Because if the situation doesn’t improve, your employer knows that you’ll soon be able to move on to a more inclusive workplace. As a result, external job mobility acts both as a shield with your current employer and as an escape route to a new job."
Your own skills also play a part: the more skills you have, the more sought-after you are by more companies – and by your current employer. "It certainly doesn’t hurt to make yourself indispensable to an organisation. But even better is to develop precisely those skills that make you highly attractive on the labour market in general. Then an employer will also go to greater lengths to retain you."
However, Van Hoorn warns: "This is not intended to suggest that we should stop tackling the root causes of discrimination. Reducing discrimination is not an individual task, but a task for society as a whole."
Literature reference: van Hoorn, A. (2026). Which workers are more likely to be discriminated against? External job mobility predicts discrimination with regard to work. Economic and Industrial Democracy.
Fact-Checked by Irfan Ahmad.
Read next: AI engineers know the ethical risks presented by AI, but workplace culture prevents action
Employees who can easily change jobs are less likely to experience discrimination in the workplace. When dealing with a discriminatory employer, job mobility acts as an important incentive: if you can leave more easily, your employer will often make greater efforts to combat discrimination and retain you. That's what André van Hoorn writes in Economic and Industrial Democracy.
Unfortunately, discrimination in the workplace still occurs, but in practice, not every person within a vulnerable group is affected by it to the same extent. Van Hoorn investigated differences within groups, such as employees with a migrant background or a disability. However, the research shows that even within these groups, some people experience discrimination more frequently than others. A key reason for this is more limited labour mobility.
Labour mobility helps
Van Hoorn analysed data from over 20,000 employees across 32 countries, in which nearly one in five workers (18.4 percent) reported having experienced workplace discrimination over a five-year period. The economist mapped out how and why individuals within different groups experience discrimination. Groups with lower labour mobility appear to be affected more frequently. "People who can switch employers more easily experience discrimination less often," explains Van Hoorn."The data shows that people who are stuck in their jobs are more likely to face discrimination. If you can leave easily, an employer often realises this too. And if you’re a mobile worker experiencing an unpleasant situation, your employer will be more inclined to intervene and create a better working environment. Because if the situation doesn’t improve, your employer knows that you’ll soon be able to move on to a more inclusive workplace. As a result, external job mobility acts both as a shield with your current employer and as an escape route to a new job."
Investing in skills and better public transport
Mobility is determined by various factors. Accessibility plays a role: if there are many companies in the vicinity offering similar vacancies, you’re more likely to leave. Van Hoorn: "If the government invests in better public transport services, this increases the mobility of these groups. With more trains and better buses, you can reach more employers."Your own skills also play a part: the more skills you have, the more sought-after you are by more companies – and by your current employer. "It certainly doesn’t hurt to make yourself indispensable to an organisation. But even better is to develop precisely those skills that make you highly attractive on the labour market in general. Then an employer will also go to greater lengths to retain you."
A task for society as a whole
According to Van Hoorn, current anti-discrimination laws often fall short. "In practice, it is difficult to combat smaller, everyday forms of discrimination. What can you do? Give people the opportunity to switch jobs, so they aren’t tied to one company. Because by no means do all companies discriminate, or to the same extent."However, Van Hoorn warns: "This is not intended to suggest that we should stop tackling the root causes of discrimination. Reducing discrimination is not an individual task, but a task for society as a whole."
Literature reference: van Hoorn, A. (2026). Which workers are more likely to be discriminated against? External job mobility predicts discrimination with regard to work. Economic and Industrial Democracy.
Fact-Checked by Irfan Ahmad.
Read next: AI engineers know the ethical risks presented by AI, but workplace culture prevents action
