Equal opportunity has become a top priority for businesses. It is no longer solely a matter of social responsibility, but also because it directly impacts recruitment, talent retention, management quality, and internal cohesion. Yet public opinion and field studies converge on the same conclusion: for the majority of French people, the playing field remains uneven.
The first observation is that confidence in equal opportunity has significantly weakened. According to a study conducted by Occurrence between April 22 and 24, 2025, only 10% of French people believe they live in a country where everyone genuinely has a chance. More than half believe that this promise has not been fulfilled. Skepticism is even stronger among women, young people, and working-class groups.
The promise of fairness is either confirmed or disproved through access to employment, career progression, and opportunities to take on responsibilities. When career paths appear biased from the moment people enter the labor market, confidence in the value of effort, merit, and qualifications is undermined.
This is highlighted by a study published by the Defender of Rights, in collaboration with the International Labour Organization Observatory. Conducted among 5,030 individuals aged between 18 and 79, the study compares data collected between 2016 and 2024. More than nine out of ten respondents believe discrimination exists in employment. During the job search phase alone, 14% of respondents reported having already experienced discrimination.
Inequalities Begin as Soon as Hiring Starts
Entering the labor market appears to be one of the primary areas where equal opportunity breaks down. According to research conducted by the French Defender of Rights, the most frequently cited cause of discrimination in recruitment is age, followed by origin and skin color. Young people are particularly vulnerable: individuals aged 18–24 report twice the risk of discrimination compared to those aged 45–54, both during job searches and throughout their careers.
For companies, the message is clear. Recruitment remains the moment when the promise of fairness is tested in the most tangible way.
However, biases do not always take the form of overtly illegal practices. They often manifest through more subtle mechanisms: interpreting a career path as unconventional, valuing certain social codes over others, placing excessive emphasis on educational background, assessing speech patterns, or projecting assumptions about a candidate’s ability to integrate into a team. In other words, inequalities are often embedded within selection processes rather than explicit intentions.
One of the most serious concerns involves young people. Their disproportionate exposure to discrimination from the moment they enter the labor market significantly affects their relationship with work. When a young candidate feels that the rules are not the same for everyone, or that their age, background, neighborhood, or lack of experience works against them before they even have the opportunity to prove themselves, doubt emerges very early.
For companies, this point is critical. The experience of initial applications, interviews, and first jobs shapes the relationship with employers in a lasting way. Entering the labor market through a process perceived as opaque or unfair creates distrust. Conversely, clear inclusion policies, professional recruitment processes, and genuine access to opportunities can help rebuild confidence.
