Imagine trying to build a team but accidentally using a filter that blocks great people because of their background. This work looks at why some people struggle to get hired or keep their jobs due to things like disability or ethnicity. It uses data from four different countries to find the best ways to make workplaces more welcoming for everyone.
Companies struggle to attract and retain talent from vulnerable groups due to hidden biases in recruitment and a lack of understanding of how different backgrounds affect career longevity.
A comparative knowledge-base and an interactive map of labour market attachment focusing on recruitment, career paths, and work exit.
If you are an HR software provider dealing with biased recruitment algorithms — this project developed a knowledge-base on recruitment barriers that helps refine screening tools to be more inclusive. This ensures a wider talent pool by reducing discrimination during the hiring process.
If you are a consultancy dealing with high turnover among minority staff — this project developed insights into career trajectories and work exit. This allows you to provide clients with evidence-based strategies to keep vulnerable employees in their roles longer.
If you are a recruitment agency dealing with difficulty placing candidates from vulnerable backgrounds — this project developed a map of labour market attachment. This helps you identify specific barriers in countries like Germany, Norway, Poland, and Romania to better match candidates with inclusive employers.
Based on available project data, there is no specific pricing or cost for commercial implementation as this is a research project funded by the EU.
The project uses comparative microdata and microsimulation across 4 European countries, suggesting the findings are designed for broad application across different national labour markets.
Based on available project data, IP and licensing details are not provided; however, the project is a Horizon-RIA research initiative involving 8 partners.
The project analyzes cross-national differences in employment-protection legislations to propose effective policies for inclusive labour markets.
The project period ends on 2026-02-28, which is when the final knowledge-base and policy proposals should be completed.
The consortium is heavily academic, consisting of 5 universities and 2 research institutions, with only 1 SME and 1 civil society organization. This indicates the output will be high-quality scientific evidence and policy recommendations rather than a ready-to-market commercial tool. The 8 partners span 8 different countries, providing a strong geographic spread for comparative data.
Contact OSLOMET - STORBYUNIVERSITETET in Norway
Contact us to track the release of the inclusive hiring knowledge-base in 2026.
