doorgelijken

Doorgelijken is a term used in Dutch-language discussions of gatekeeping in organizations and institutions. It describes processes in which access to opportunities, resources, or information is mediated through informal networks, relationships, or authorities rather than solely by formal rules and procedures. The word literally suggests “passing through via peers” and is employed in sociology, public administration, and human resource contexts to analyze how connections influence outcomes.

Etymology and scope

Doorgelijken combines door (through) and gelijken (peers or equals). In practice, it refers to how people may gain advantages or entry through recommendations, insider knowledge, or social capital accumulated through prior affiliations, such as schooling, workplaces, or professional circles. The concept is applied across sectors, including recruitment, admissions, procurement, and access to exclusive networks.

Mechanisms and effects

Common mechanisms include referrals, endorsements, informal briefings, and reliance on trusted relationships to assess suitability or fit. While these processes can speed decision-making and leverage trusted judgments, they can also reproduce inequalities by privileging those with extensive networks. Critics argue that doorgelijken undermines merit-based access and transparency, whereas supporters may view it as a practical complement to formal criteria that reflects real-world collaboration.

Policy and practice

Responses to concerns about doorgelijken often focus on transparency and fairness, such as clear criteria, open or anonymized screening where feasible, diverse recruitment targets, and monitoring of gatekeeping practices. Balancing the efficiency of informal networks with the principles of equal opportunity remains a central challenge in many organizations.

See also: gatekeeping, social capital, nepotism, meritocracy, transparency.