Some years ago Germany conducted a study where eight major companies adopted ‘anonymous’ hiring practices for 12 months.
Not one piece of personal or identification information was disclosed before the interview stage.
All biographical information was eliminated from the resumes and applications.
They went one step further and removed the applicants’ names too.
The researchers found recruiters short-listed more women, older people and people from ethnic backgrounds.
Apart from the social justice benefits, anonymity had a positive effect on boosting the diversity of the workforce.
The economic benefits of diversity lead to a greater range of skills and perspectives and broader economic participation.
Very few recruiters understand the nature of conscious or unconscious bias. I suggest most don’t care.
A situation where candidates are ruled ‘out’ because of their sex, age or ethnicity leaves businesses open to a discrimination complaint.
They are hard to prove but there have been successful class actions.