Future of Work

Here’s why you didn’t get that job: your name

A job-seeker completes an application at a career job fair in Philadelphia, Pennsylvania, U.S

What's in a name ... the entire direction of your career, according to new research Image: REUTERS/Mark Makela

Stéphanie Thomson
Writer, Forum Agenda
Our Impact
What's the World Economic Forum doing to accelerate action on Future of Work?
The Big Picture
Explore and monitor how Future of Work is affecting economies, industries and global issues
A hand holding a looking glass by a lake
Crowdsource Innovation
Get involved with our crowdsourced digital platform to deliver impact at scale
Stay up to date:

Future of Work

After spending hours trawling through job listings, you’ve finally come across the perfect role. You’ve got the qualifications, the experience and the soft skills the company is after. All you have to do is send off your résumé and wait for the phone call.

A week goes by, then two, then a month, and still you hear nothing. They probably found someone even more qualified for the position, you tell yourself. But then it happens again. You go over your résumé with a fine-tooth comb. There must be something in there that’s putting off recruiters. Is there a typo? Do your hobbies make you sound dull?

It turns out there could be something far more personal getting in the way: your name.

Image: Flazingo Photos
Mr Smith, you’re hired

That’s according to researchers at Ryerson University and the University of Toronto. As part of a different study from 2011, researchers sent out almost 13,000 fake résumés to over 3,000 job postings. The academics went back to this data at the start of 2017 and found that people with Chinese, Indian or Pakistani-sounding names were 28% less likely to get invited to an interview than the fictitious candidates with English-sounding names, even when their qualifications were the same.

A woman holds her resume at TechFair LA, a technology job fair, in Los Angeles, California, U.S., January 26, 2017. REUTERS/Lucy Nicholson - RTSXKBN
Image: REUTERS/Lucy Nicholson

In some situations, the discrimination was even worse. For example, if résumés had an Asian-sounding name paired with some or all foreign qualifications, employers were between 35% (in the case of large firms) and 60% (in the case of small firms) less likely to call the candidate for an interview.

An all too familiar story

The study drew on data from job listings in Canada, but this problem is by no means limited to one country.

For example, a smaller study commissioned by the French government last year found that employers were less likely to interview candidates with North African-sounding names.

Over in the United Kingdom, an all-parliamentary group study from 2012 found that women who “whitened” their names or made them sound more British had to send only half as many applications before being invited to interview as those who sounded foreign.

Searching for a solution

So what can be done about this widespread problem? Some people say it’s about educating recruiters, so they become aware of the decisions they’re making and why. “We’re not claiming that employers engage in discriminatory behaviour consciously or that this is necessarily an issue of racism,” explains Marianne Bertrand, a researcher who worked on yet another study revealing bias in hiring. “It is important to teach people in charge of hiring about the subconscious biases they may have, and figure out a way to change these patterns.”

Indeed, that’s what many companies have started doing, providing training in unconscious bias. But some experts are sceptical, pointing to studies that show this type of training doesn’t work, and could in fact be having the opposite effect.

Others, such as former British Prime Minister David Cameron, have pushed for an even simpler solution: force companies to strip out names and other identifying features in résumés. In the UK, some big companies – HSBC, KPMG and Deloitte, for example – have already implemented what is being called “name-blind recruitment” in an attempt to stamp out discrimination.

The problem with this approach is that it perhaps only delays the inevitable: once the candidate makes it to a face-to-face interview, unconscious (and sometimes conscious) bias rears its ugly head again.

Bazileo Hernandez (R) talks to a recruiter at a hiring event hosted at a local hotel by the oilfield services company RockWater Energy Solutions in Williston, North Dakota January 22, 2015. After a week in Williston, Hernandez and his friends were still looking for steady work. Like so many before them, Terra Green, Jeff Williamson and Bazileo Hernandez came to North Dakota's oil country seeking a better life. They just came too late. Itinerant, unskilled workers could as recently as last spring show up in the No. 2 U.S. oil producing state and vie for salaries north of $100,000 per year with guaranteed housing. The steep drop in oil prices has changed that. After trying unsuccessfully for over a month to find work, the friends decided to leave Williston. REUTERS/Andrew Cullen   (UNITED STATES - Tags: BUSINESS COMMODITIES EMPLOYMENT SOCIETY) PICTURE 15 OF 28 FOR WIDER IMAGE STORY 'IN PURSUIT OF THE AMERICAN DREAM'SEARCH 'CULLEN DREAM' FOR ALL IMAGES - RTR4U0XA
Image: REUTERS/Andrew Cullen

For example, a study in Sweden found no increase in the rate at which ethnic minority candidates were hired after the use of anonymous résumés.

While we’ve yet come up with an effective solution to the problem, there’s a lot riding on this. Ethnically diverse companies are 35% more likely to outperform their non-diverse counterparts. Those organizations that discriminate in their hiring aren’t just doing potential candidates a disservice – they’re shooting themselves in the foot.

Have you read?
Don't miss any update on this topic

Create a free account and access your personalized content collection with our latest publications and analyses.

Sign up for free

License and Republishing

World Economic Forum articles may be republished in accordance with the Creative Commons Attribution-NonCommercial-NoDerivatives 4.0 International Public License, and in accordance with our Terms of Use.

The views expressed in this article are those of the author alone and not the World Economic Forum.

World Economic Forum logo
Global Agenda

The Agenda Weekly

A weekly update of the most important issues driving the global agenda

Subscribe today

You can unsubscribe at any time using the link in our emails. For more details, review our privacy policy.

From 'Quit-Tok' to proximity bias, here are 11 buzzwords from the world of hybrid work

Kate Whiting

April 17, 2024


About Us



Partners & Members

  • Join Us

Language Editions

Privacy Policy & Terms of Service

© 2024 World Economic Forum