Job-seekers with pronouns on CV less likely to be hired, reports finds
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A recent study conducted by University of Toronto economics PhD student Taryn Eames has shed light on the potential hiring discrimination faced by job-seekers who disclose their pronouns on their CVs. The report, published in SSRN, is the first of its kind to focus on this specific aspect of hiring practices.
Eames’s research involved the submission of 7,970 fictitious CVs to job vacancies across 15 different occupations in six major US cities. The CVs were systematically paired – one with pronouns disclosed and one without – allowing for a comprehensive analysis across various industries, from corporate giants to local businesses.
The results of the study indicated that candidates who shared non-binary pronouns such as they/them received significantly fewer responses compared to their presumed-cisgender counterparts. In fact, the simple act of pronoun disclosure, regardless of the pronouns used, led to diminished interest from employers.
Specifically, including they/them pronouns on a CV decreased the likelihood of a positive employer response by 5.4 percentage points when compared to CVs without pronoun disclosure. Even when compared to cisgender applicants who disclosed he/him or she/her pronouns, non-binary candidates faced a 3.7 percentage point drop in positive responses.
Eames noted that while including they/them pronouns may disadvantage applicants in terms of average employer response, it could serve as a useful filter to screen out discriminatory employers for those who prioritize working at inclusive companies.
Furthermore, the study revealed that discrimination against non-binary individuals applying for traditionally female or male-dominated jobs was compounded. Eames explained that applicants with multiple minority identities are doubly disadvantaged, with females applying to male-dominated occupations and disclosing they/them pronouns experiencing up to an 11.8 percentage point drop in positive employer response rates.
Geographical disparities were also highlighted in the research, with discrimination against LGBTQ+ individuals varying widely across regions and often influenced by political leanings. The report found that discrimination against candidates using they/them pronouns was approximately double in Republican-leaning areas compared to Democrat cities.
Eames emphasized the need for further research into non-binary identity in workplace contexts to address these trends. Questions around the information conveyed to employers through pronoun disclosure, the impact of new hiring technologies on discrimination, and strategies to combat bias, whether conscious or unconscious, must be explored to create more equitable hiring practices.
In conclusion, Eames’s study underscores the challenges faced by job-seekers who disclose their pronouns on their CVs and highlights the importance of addressing hiring discrimination to create more inclusive work environments. As awareness around gender identity and pronoun usage continues to grow, it is essential for employers to consider these factors in their hiring processes to ensure equal opportunities for all applicants.
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