Workplace discrimination is a phenomenon suffered by people of all ages, genders, ethnicities, races, religions and sexual orientation. There is no denying that positive action needs to be taken so that some progress can be made in establishing working fair working environments.
The need for action is especially dire during the hiring process –most people feel that it is the time when the heaviest of biases play in. More often than we would like to admit, women are denied job opportunities because of their gender. African American find it harder to get a job than the average white individual. Problems like these still exist in the 21st century and solutions are demanded by everyone who is affected.
One of the main solution proposed is blind recruitment. This would entail that at the time of recruitment of new employees, the names, ages, genders and race of the potential employees were removed from their CVs. This ensures that people are judged based on their talents, skills and potential rather than their identity. This is one step towards ensuring that employer bias does not play a role in recruitment.
The question then remains, is this the best solution?
Many argue that removing the identity of the person from their CV has certain disadvantages at the time of recruitment. They argue that the one factor that makes them unique is stripped out and what employers are left with is a similar pool of applicants to choose from. The whole process becomes mundane. Additionally, many fear that it could cause more harm. In a situation where someone’s age was not excluded from their CVs, they could use it as grounds to challenge the company and sue it if they do not get the job. It would give them a clear claim of discrimination existing on the basis of age.
However, despite these few disadvantages, blind recruitment is considered to be the right move for the removal of workplace discrimination. Through this process, companies will be able to increase the diversity within their workplace thus resulting in a more accepting environment.
Additionally, many have opted for having an entire hiring committee that sits through interviews and asks questions. Through the say of a group of people regarding who to hire, the chances of bias existing are diminished substantially.
The reality is, people will still be discriminated upon the basis of their talent and qualifications but that is the nature of the job sector. While the process can be made as inclusive as possible, it will be almost impossible to prevent employers from hiring someone who they deem to be the most qualified for the job. Regardless, blind recruitment has been a motivating factor for many individuals as companies see a rise in applicants when they promise that the hiring process is kept as anonymous as possible. It is definitely the least that employers can do in order to ensure that people are not discriminated against something they have no control over – like gender or race.