Hidden bias: How companies can tackle unfair recruitment practices

Despite anti-discrimination laws, recruiter bias is as prevalent now as it was 50 years ago, and prejudices about gender, ethnicity and age are limiting people’s job prospects. The knock-on effects on society and business are serious, so what can recruiters do to reduce the effect of implicit bias on who gets hired?
The bias crisis: what’s in a name?
Writing the perfect CV isn’t easy. Each word must be carefully chosen to maximise the chances of landing your dream job. But what if the most important word in the document isn’t about your education, career history or experience but is simply your name?

Researchers at the Centre for Social Inequality in Oxford sent thousands of similar fake CVs to a wide range of employers. The only difference between  them was the applicant’s name and the inclusion of a second language, designed to signal the sender’s ethnicity. On average, people thought to be from ethnic minorities had to send 60% more CVs to get a similar chance of a call-back, d...



Only members of the Finding Ada Network can view this page. Please log in below if you are a member, or find out more about how to sign up.

Posted in Advocacy & Policy.

Start the discussion on our community forum