Recruit Smarter: An applied test of CV de-identification for workplace diversity
Stratemeyer, M. (University of Melbourne), Sojo, V. (University of Melbourne), Wheeler, M. (University of Melbourne), Rozenblat, V. (University of Melbourne), Lee, I. (UNSW Sydney), Peter, D. (University of Melbourne), Wood, R. (University of Technology Sydney)
Job applicants from minority groups tend to be underrepresented in organisations. Research suggests that unconscious biases based on personal characteristics may play a role in this inequality (e.g., Bertrand & Mullainathan, 2004). Changing workplace processes and systems may offer a means of reducing the impact of unconscious bias on hiring decisions, thus improving workplace diversity. In this pilot program, we tested the efficacy of de-identifying applicant CVs on the diversity of applicants who were shortlisted and hired for roles. Across four organisations (total n = 1420), we found that de-identifying social and economic characteristics improved the success of minority group applicants, including women, overseas-born candidates, and applicants from lower socioeconomic areas. The results of this research reaffirm the findings of experimental research conducted in Australia (e.g., Booth, Leigh, & Varganova, 2012), as well as similar field studies from countries such as Norway, France, and Sweden. We suggest that CV de-identification may be an effective measure for improving recruitment of applicants from underrepresented groups.
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Gender and Inequality