Two equally qualified résumés were created. The only variable was the names; Habiba Ali for the Muslim profile and Priyanka Sharma for the Hindu. Over ten months, 2,000 job applications were sent to 1,000 job postings. The responses were surveyed.
Result:
ledby.org
Result:
ledby.org
Findings of the above survey, as per abstract of its detailed report:
“1. The net discrimination rate was 47.1%, as the Hindu woman received 208 positive responses, while the Muslim woman received half of that (103). This was evident across industries.”
“1. The net discrimination rate was 47.1%, as the Hindu woman received 208 positive responses, while the Muslim woman received half of that (103). This was evident across industries.”
“2. Recruiters were more cordial to the Hindu candidate; 41.3% of the recruiters had connected with Priyanka over phone calls, while only 12.6% spoke with Habiba over a call.”
“3. North India had a lower discrimination rate (40%) compared to jobs located in West (59%) and South India (60%).”
By the way, “equally qualified résumés” in the above survey means the EXACT SAME résumés, with not a single word changed when applying for a particular job.
These were the two sets of exact same résumés used for sending to 1,000 job openings on LinkedIn, Naukri dot com, etc.
These were the two sets of exact same résumés used for sending to 1,000 job openings on LinkedIn, Naukri dot com, etc.
The methodology says that the résumés were created without the photographs of the applicants.
Which raises another question:
What would have been the discrimination rate (now 47.1%) if the photographs in the résumés were included—and the muslim woman was wearing a hijab?
Which raises another question:
What would have been the discrimination rate (now 47.1%) if the photographs in the résumés were included—and the muslim woman was wearing a hijab?
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