Employees returning to work after furlough leave
As many employers now look to bring staff back from furlough leave, we consider some of the salient issues that employers will need to consider.Read more
Under name-blind recruitment, employers will remove names, gender and any other personal details including hobbies and interests, which may give away candidates identity, when selecting for an interview in an effort to eliminate bias against minorities.
Employers will then have to choose candidates for interview based purely on their work history and potential.
Whether we like it or not, bias is still prevalent in business today despite a huge drive for diversity and equal opportunity over the last 20 years.
It is hoped by the government that the practice of name-blind recruitment will spread further across the United Kingdom and eliminate the unconscious bias which can discriminate against people at the very outset of the process.
Some of those high-profile organisations that have signed up include:
the NHS, BBC, HSBC, Virgin Money and Deloitte.
It is still early days but with such high-profile backing, it is certainly going to get sufficient testing.
There is always a counter argument and this is no exception. Some employers believe it will have a negative effect and will actually prove detrimental to an employer.
A lot of organisations operate a recruitment process based on how well the individual will fit into the organisation’s culture and personal details can help an employer determine how well an individual will fit into the team.
It is not currently mandatory, so it is important to decide whether it is right for you as an employer. However, it certainly gives you something to consider as an option.
If your current recruitment process works well, then why change it.
However, it is important to get a diverse working unit which reassembles that of the British culture and if your current process is not doing this, why not try name-blind recruitment?
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