Page 11 - PA_Enterprise_December_2020-January_2021

PA Enterprise

• Focus on the positive
behaviour of people and not
negative stereotypes.

• Employers should implement
policies and procedures
which limit the influence of
individual characteristics and
preferences.

Name-blind recruitment

Name-blind recruitment is
when an employer removes
information such as name,
gender, and age from their
application form before it’s
shared with the person carrying
out the recruitment. This will
help to overcome possible
discrimination or unconscious
bias, and promote diversity in
the workforce. Research has
shown that a person’s name can
affect their success within the
recruitment process.

Removing certain information
that could unintentionally
bias a manager can help
under-represented groups
have confidence that their
application will be fairly
considered. It’s important for
organisations to train managers
on how they can recognise,
and overcome their own
unconscious bias.

Key points

• It’s natural.

• It’s unintended.
• It can affect decisions.

• It can be mitigated.

PA Enterprise is published by
December 2020/January 2021 11