What is Name bias?
Name bias refers to the unconscious biases that we may hold about people based on their name. This can involve making assumptions about someone’s background, ethnicity, or even their personality based on their name. Name bias can have a significant impact on how people are perceived and treated.
For example, according to research by Oxford University, candidates in the UK are up to 60 per cent less likely to receive a callback for a job if they have a “foreign sounding” name.
The research showed: that while 24% of white British applicants received a call back from UK employers, only 15% of ethnic minority applicants did.
Compared to White British applicants, people of:
- Pakistani heritage had to make 70% more applications
- Nigerian and South Asian heritage 80% more applications
- Middle Eastern and north African heritage 90% more applications
Name bias can have a significant impact on job applicants and their chances of being considered for a position. Name bias, like other forms of unconscious bias, can operate below the surface and be difficult to recognize or address.
To mitigate the impact of name bias in the hiring process, it is important to be aware of this bias and to take steps to create a more inclusive and fair process. This can involve using anonymous resumes (blind recruitment), implementing diversity and inclusion training for hiring teams, and setting diversity targets.
By taking these steps, we can work towards creating a more diverse and inclusive workforce and eliminating discrimination and inequality in the hiring process.
How to Address Name Bias
There are several ways to address name bias:
Be aware of your own biases:
It is important to recognise that we all have biases, and to be aware of any biases that we may hold about people based on their name.
Use anonymous resumes:
In hiring processes, using anonymous resumes can help to reduce the impact of name bias by hiding the applicant’s name and other identifying information.
Educate others:
Sharing information about the impact of name bias and how to mitigate it can help to raise awareness and promote more inclusive practices.
Use inclusive language:
Using language that is inclusive and respectful of all people, regardless of their name or background, can help to create a more welcoming and inclusive environment.
By taking these steps, we can work to reduce the impact of name bias.
