Ethnic Discrimination in Hiring: Causes and Countermeasures—A Systematic Review of the Empirical Evidence

ABSTRACT Over the past four decades, research has consistently documented the presence of ethnic discrimination in recruitment processes. Yet, a comprehensive synthesis of the underlying causes and effective preventive measures has been lacking. This systematic review synthesizes empirical evidence from 86 studies, primarily published between 2015 and 2024, focusing on the drivers of ethnic discrimination in recruitment and strategies to mitigate it. Adopting an interdisciplinary perspective, the review includes both quantitative and qualitative studies identified through a search across seven databases. A recurrent finding is the persistence of an ethnic hierarchy, where non‐Western applicants face disproportionately high levels of discrimination. This bias is largely driven by employers' prejudices and stereotypical perceptions, rather than differences in qualifications or experience. Notably, the pattern of discrimination persists even when employers are provided with additional applicant information. Organizational factors also play a key role: structured recruitment processes tend to reduce discrimination, while workplace norms promoting social and cultural cohesion tend to increase it. In contrast, organizations that prioritize competence over social cohesion are less likely to engage in discriminatory practices. The findings suggest a range of evidence‐based measures to mitigate ethnic discrimination in recruitment. These include raising awareness of biases in hiring processes, developing and implementing diversity plans with measurable objectives and regular evaluations, conducting organizational risk assessments for discrimination, and enhancing the standardization of recruitment practices. Suggestions for future research are also discussed.