Recent Research Highlights Persistent Challenges in Academic Hiring

A new study published in the journal Perspectives: Policy and Practice in Higher Education has drawn attention to disparities in how candidates from Black, Asian and Minority Ethnic backgrounds fare during recruitment for university staff positions across Europe. The analysis, released in June 2026, examines application and shortlisting data from multiple higher education institutions and finds that BAME applicants experience lower success rates at key stages of the hiring process compared with their White counterparts, even when qualifications and experience are comparable.

The findings come at a time when European universities are under increasing pressure to diversify their workforces. Regulatory bodies such as the European Commission and national equality agencies have long emphasised the importance of inclusive recruitment, yet progress in academic and professional services roles remains uneven. The study provides fresh quantitative evidence that can inform policy and practice at institutions from the UK to Germany, the Netherlands and beyond.

Understanding the Scope of the Research

Researchers analysed anonymised recruitment records from a sample of European universities, focusing on applications for academic and administrative posts between 2023 and 2025. BAME is the term used in the UK and increasingly adopted in European discussions to describe individuals identifying as Black, Asian or from other minority ethnic groups. The study compared outcomes at the application, shortlisting and interview stages, controlling for factors such as education level, prior experience and publication records where available.

Results showed that BAME candidates were significantly less likely to advance beyond initial screening. In several institutions, the conversion rate from application to interview invitation was approximately 15 to 25 percent lower for BAME applicants. These patterns held across disciplines, though gaps appeared more pronounced in certain fields such as the humanities and social sciences. The research also noted variations by specific ethnic subgroups, with some groups facing steeper barriers than others.

Broader Context of Ethnic Disparities in European Labour Markets

Discrimination in recruitment is not unique to higher education. A large-scale field experiment conducted in Germany, Spain and the Netherlands and published in the Socio-Economic Review found that applicants with non-White phenotypes received roughly 20 percent fewer expressions of interest from employers on average. Candidates of Maghreb or Middle Eastern descent with darker skin tones had to submit around 50 percent more applications to receive comparable callbacks. These findings align closely with patterns observed in the new higher education study, suggesting that systemic issues extend beyond individual sectors.

In the UK, earlier research by the British Sociological Association highlighted that ethnic minority applicants with names suggesting non-White heritage were less than half as likely to receive positive responses. Employment rates among these groups reflected similar disadvantages. European universities, many of which operate under public funding regimes and equality legislation, are not insulated from these wider labour market dynamics.

Implications for University Diversity and Institutional Performance

Lower success rates for BAME candidates have direct consequences for the composition of academic and professional services teams. Data from the Higher Education Statistics Agency in the UK shows that BAME representation among academic staff remains below the proportion of BAME students and the general population in many regions. Similar underrepresentation is reported by bodies such as the European University Association across continental Europe.

Institutions that struggle to recruit and retain diverse staff may face challenges in delivering culturally responsive teaching, research that reflects varied perspectives, and inclusive campus environments. Administrators interviewed for related reports have noted that diverse teams often contribute to stronger innovation and better decision-making, particularly in internationalised higher education settings.

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Stakeholder Perspectives on the Findings

University leaders and human resources directors have responded to the study with a mix of concern and commitment to review processes. Some describe ongoing efforts to implement blind shortlisting or structured interview frameworks designed to reduce subjective bias. Others point to the complexity of balancing merit-based selection with equity goals in highly competitive academic markets.

BAME academics and professional staff have welcomed the transparency the research brings. Many describe experiences of having to outperform expectations or navigate assumptions about cultural fit during hiring. Trade unions and equality networks within the sector have called for mandatory unconscious bias training for all recruitment panel members and greater use of diverse shortlisting panels.

Barriers Identified in the Recruitment Pipeline

The study and supporting evidence point to several recurring barriers. These include reliance on informal networks for candidate sourcing, which can limit outreach to underrepresented groups; subjective assessments of “fit” that may disadvantage candidates from different cultural or educational backgrounds; and limited use of structured scoring rubrics that prioritise objective criteria.

Additional factors include the geographic concentration of certain universities in regions with smaller BAME populations and the timing of recruitment cycles that may coincide with periods when international candidates face visa or relocation uncertainties. Language requirements and expectations around publication records can also create uneven playing fields for applicants educated outside traditional European systems.

Existing Initiatives and Promising Practices

Several European universities have begun experimenting with targeted interventions. Advance HE’s Race Equality Charter in the UK encourages institutions to set measurable targets for BAME staff recruitment and progression. Similar frameworks exist in other countries through national equality bodies.

Examples of effective approaches include anonymised CV screening, mandatory diversity training for search committees, partnerships with professional associations representing BAME academics, and proactive outreach at conferences and through dedicated job boards. Some institutions have introduced mentoring schemes that support early-career BAME researchers in preparing competitive applications.

External resources such as the Perspectives journal and reports from the European Foundation for the Improvement of Living and Working Conditions provide further context and case examples for administrators seeking evidence-based strategies.

Looking Ahead: Policy Recommendations and Sector Outlook

The 2026 study underscores the need for sustained, data-driven action rather than one-off initiatives. Experts recommend regular auditing of recruitment outcomes by ethnicity, publication of anonymised statistics, and integration of equity considerations into strategic plans. Collaboration between universities, funding councils and equality regulators could accelerate progress.

As Europe’s higher education sector continues to internationalise, addressing these disparities will be essential for maintaining competitiveness and fulfilling public commitments to inclusion. Future research is expected to track whether interventions introduced in response to the current findings produce measurable improvements in success rates for BAME candidates.

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Resources for Further Exploration

University administrators and job seekers can access sector-specific guidance through organisations such as Universities UK, the European University Association and national bodies responsible for equality in employment. Job platforms focused on higher education roles increasingly highlight institutions with strong diversity commitments.

Readers interested in related developments may also find value in examining how similar challenges are being addressed in student recruitment and graduate employment outcomes across the continent.