Does prejudice get in the way?

Across most of the European Union, the principle of free movement has shaped not only policy, but also workplace culture.

A software engineer from Portugal can move to Germany with relatively little bureaucratic friction; a nurse from Poland can build a career in Ireland without the heavy visa constraints faced by someone from outside the bloc. And of course, a truck driver from Austria can take their qualification and use it immediately in Spain (assuming they like the sun!). This legal framework has quietly shaped employer attitudes across Europe.

But there's often prejudice towards non-EU workers, and it usually begins with the paperwork. Employers may assume that hiring someone from India, Nigeria, or Brazil automatically means months of sponsorship costs, legal uncertainty, and risk of rejected visa applications. As a result, highly skilled non-EU candidates are often 'filtered out' by potential employers due to the perceived admin burden, even before their experience and qualities are reviewed.

Some employers worry about “cultural fit,” a phrase that can mask assumptions about language proficiency, communication style, or social norms. A candidate trained outside European institutions may be viewed as less familiar with EU regulatory standards or workplace expectations. Accents can be unfairly associated with lower competence. Degrees from non-European universities may be scrutinised more heavily, even when they come from globally respected institutions.

Yet compatibility is rarely innate; it is built through policy and practice. The EU’s harmonised professional standards, mutual recognition of qualifications, and Erasmus exchanges have fostered familiarity across borders, but non-EU workers are often excluded from such networks before they even apply for a job, simply because they haven't been exposed to the same system or legislation.

The irony is that many European economies now face skill shortages and demographic decline; two things that affect truck and bus driving more than any other job role.

Non-EU professionals frequently bring multilingual ability, global market insight, and specialised expertise. When employers move beyond assumptions and assess candidates on their ability rather than their origin, workplaces become more innovative and resilient.

Ultimately, nations “get on better” not because of inherent cultural alignment, but because systems have made cooperation routine. Extending that openness beyond EU borders may be less about changing workers and more about changing the frameworks, and mindsets, that shape economic opportunities.

To successfully navigate a skills shortage, companies must start thinking outside the box. Or rather outside the bloc. There are thousands of highly skilled workers who can make a positive difference to an EU business, if only the prejudice could be overcome.