Discrimination in the application process - Anonymization as a solution approach

Discrimination can occur in different areas, for example, in the application process, education, and in house searching. Discrimination in the application process is a significant problem which can negatively affect companies and applicants. On the one hand, the image of a company can suffer from it, and on the other hand, it can have psychological and physical consequences for the applicant. Candidates get discriminated against based on personal characteristics, which are impossible to change, such as age. Which leads to the fact that qualified applicants being rejected, even though sufficient skills and experiences are provided. Moreover, it could lead to a less diverse and inclusive workforce for companies. The problem needs to be considered. Referring to these aspects, the aim was to find out if applicants face less discrimination in the application process if they have the possibility to hide everything in the application, which could lead to discrimination – anonymized application. Moreover, the goal was to find out how and under what circumstances the anonymized application process can diminish discrimination in the hiring process. The research also aimed to identify potential areas for improvement in anonymized application processes.

To assess the impact of anonymized application processes, literature research and a qualitative study in the form of interviews were conducted. The literature review is used to obtain meaningful findings and data and to analyse different types of literature. The interviews should help to confirm the acquired theory from the literature research and to gain additional information. Interviews were conducted with five Swiss companies to confirm and compare the literature review results and gain further insights. In addition, only specialists or experts who have experience in the hiring or recruitment process are eligible to conduct this qualitative research to gain efficient, qualitative, and detailed information. The interview questions were conducted and set up according to a guideline based on the theory and the research questions. Due to the guideline, a direct comparison of the different opinions, experiences, and views of the interview partners could take place and the interviews could be carried out smoothly.

The results show that discrimination in the application process is a significant issue and represents negative consequences for applicants and companies and often happens unconscious. To counteract against the discrimination, anonymized application processes can be a feasible solution and an effective strategy to diminish discrimination in the first stage of the application process. It can help equalize applicants’ opportunities and lead to higher chances of being considered for further steps. However, it is important to mention that the anonymized application process can only protect the applicant from discrimination if they stay anonymous. For instance, if a candidate is invited to a personal interview, their anonymity will be compromised, and therefore discrimination can take place again. Moreover, the anonymized application process relates to a lot effort for companies and applicants. To guarantee that the applications are genuinely anonymous, applicants may need to take extra steps, such as removing any personal information or information that can potentially disclose their identity. Companies, on the other hand, may need to invest additional resources to examine and evaluate anonymized applications successfully, as they will not have access to personal information that is typically used to help narrow down the pool of candidates.

Therefore, it is important to demonstrate the necessity of ongoing initiatives to address discrimination in the application process and to raise awareness among recruiters and sensitize them. Last but not least, additional measures to address discrimination throughout the hiring process need to be considered.