People with English sounding names get more call backs in job applications, researchers find

Job applicants with English or ‘English sounding’ names get more call backs than those with ‘ethnic’ names, a recent study has revealed. 

 

The study confirms that ethnic discrimination is particularly pronounced in the recruitment for leadership positions, and is based on the design and data collection work of Dr Mladen Adamović, primarily carried out at the University of Melbourne between 2017 and 2020, before moving to Monash University, and then on to King’s College London.

 

This is believed to be the first ever study that examines the issue amongst leadership specifically, fellow researcher Professor Andreas Liebbrandt of the Department of Economics at Monash University explained.

 

“Our findings provide support for the existence of pronounced discrimination in the recruitment of leadership positions. This represents a new context as prior research has been mostly focused on discrimination in the recruitment of non-leadership positions,” he added.

 

During the two-year field research for the study, more than 12,000 job applications were sent to over 4,000 job advertisements in Melbourne, Sydney and Brisbane to investigate hiring discrimination against six ethnic groups for leadership positions in 12 different occupations. 

 

Three applications were sent in response to each job advertisement. Each included a resume of an applicant with an English name and the resumes of two applicants with non-English names.

 

The results show that despite identical resumes, ethnic minorities received 57.4 per cent fewer callbacks than applicants with English names for leadership positions. For non-leadership positions, ethnic minorities received 45.3 per cent fewer callbacks.

 

Ethnic discrimination for leadership positions was even more pronounced when the advertised job required customer contact but improved if the job emphasised the need for individualism or learning, creativity and innovation.

 

Six different ethnic groups were investigated by varying resumes with Aboriginal and Torres Strait Islander, Arabic, Chinese, English, Greek and Indian names. All candidates were born in Australia, worked in Australia, and went to an Australian school or university.

 

To make recruitment fairer the study recommends anonymous job applications, in which the applicants’ names are hidden in the initial recruitment phase to remove ethnicity from the equation; and training recruiters to reduce ethnic discrimination and become aware of culturally endorsed leadership prototypes.

 

“While many organisations have successfully implemented diversity practices across the board they should also think about the context of leadership to increase the number of underrepresented groups in leadership positions,” Professor Leibbrandt concluded.

 

Access ‘Is there a glass ceiling for ethnic minorities to enter leadership positions? Evidence from a field experiment with over 12,000 job applications’ using the link provided.