A new report by the Norwegian Institute for Social Research (Institutt for samfunnsforskning) shows that a hidden form of discrimination still exists in the Norwegian labor market. According to the study, immigrants who change their surname to a more Norwegian-sounding one have better chances of being hired and earn higher wages.
As reported by the daily newspaper VG, even a small change—such as replacing a foreign-sounding surname with a more Nordic one—can increase the likelihood of getting a job by around 7 percent, while average earnings may rise by as much as 30–40 percent.
A Surname Can Determine a Career
The report shows that although only 0.4 percent of immigrants in Norway decide to formally change their surname, the effect of this decision is very clear. People with “more Norwegian” surnames are more likely to be invited to job interviews, and their applications are assessed as a better “fit” with Norwegian work culture.
Experts point out that this phenomenon reveals not only the problem of stereotypes, but also hidden discrimination that hinders the integration of foreigners. In many cases, changing a surname does not lead to a promotion in one’s current job, but instead opens the door to new, better-paid positions that were previously out of reach for candidates of foreign origin.
Immigrants’ “Silent Strategies”
The authors of the study note that changing one’s surname is just one of many strategies immigrants use to improve their chances in the labor market. Other practices include, among others:
- avoiding information about origin or religion in a CV,
- omitting the names of foreign universities or organizations,
- submitting a résumé written in “perfect Norwegian,”
- and even adjusting the photo on a CV to appear more “culturally neutral.”
Although such actions are not illegal, they point to deeply rooted prejudices that still influence recruitment processes.
Discrimination in the Labor Market – A Systemic Problem
The report raises difficult questions about whether the Norwegian labor market is truly equal for everyone. If immigrants have to hide their background in order to receive a fair chance, it means that systemic inequalities still exist—despite many years of efforts toward integration and equal opportunities.
Experts suggest two possible directions for change:
- educating employers to reduce the impact of unconscious bias and stereotypes,
- introducing anonymous recruitment processes in which names are not revealed at the first stage of candidate selection.
Such solutions could ensure that qualifications, rather than background, determine professional success.
Implications for Other Countries – Including Poland
Although the report concerns Norway, its message is also relevant for other countries, such as Poland. An increasing number of foreigners live and work in Poland—from Ukraine, Belarus, Asia, and Africa—and they too may encounter prejudice.
It is therefore worth considering whether an “surname effect” also exists in the Polish context, and whether a foreign-sounding first or last name can influence employers’ decisions.
The discussion about equal opportunities and combating discrimination in the labor market should go beyond the borders of a single country. The Norwegian example shows that true integration begins when a person’s surname does not determine their professional future.
VG.no – “Rapport: Det lønner seg for innvandrere å bytte navn for å få jobb”
