Asian women living in Denmark face significant challenges in the labour market, particularly in gaining access to employment opportunities and overcoming stereotypes. A recent report by researcher Isha Thapa, titled “An Analysis on the Inclusivity and Integration of South Asian Women in High-Skilled Jobs within the Danish Labor Market,” published by the Danish Centre for Social Science Research (VIVE), highlights that many Asian women encounter barriers that limit their professional prospects, despite being well-educated and motivated to work.
Isha Thapa wrote about her study in the Danish media Copenhagen Post on 14 February 2025.
According to the report, Asian women in Denmark are more likely to experience long-term unemployment compared to women from other backgrounds. Language barriers, limited social networks, and employer biases contribute to the difficulties they face. Many of these women arrive in Denmark with solid educational qualifications and professional experience from their home countries, yet find themselves overlooked in job application processes.
“I applied for countless jobs, but I rarely received responses,” says Thai national Ananya K., who holds a degree in finance and has lived in Denmark for three years. “It took a long time before an employer gave me a chance.” Her experience mirrors the findings of VIVE’s research, which points to structural obstacles and unconscious bias as factors in the job market disparity.
The report also found that Asian women often end up in part-time or low-skilled jobs, regardless of their qualifications. VIVE researchers suggest that more targeted support is needed, including Danish language courses, mentorship programs, and employer education on the value of a diverse workforce.
The issue is not unique to Thai women but affects women from the Philippines, Vietnam, and other Asian countries as well. While Denmark has made strides in promoting diversity and inclusion, there remains a gap when it comes to integrating Asian women into the workforce.
Nordic companies with operations in Asia, as well as those with international workforces, might benefit from adopting more inclusive recruitment practices. Initiatives such as cross-cultural training and partnerships with Asian community organizations in Denmark could also help bridge the gap.
For Asian women seeking opportunities in Denmark, the path may be challenging, but with increased awareness and supportive policies, more of them could find success in contributing to the Danish labour market. The VIVE report concludes that addressing these challenges is essential to unlocking the full potential of this underutilized talent pool.