Strategizing to Decrease Gender Bias in Hiring: Research Highlights Importance of HR Department
In a 2024 survey of 1000 women, nearly half reported experiencing gender bias during job interviews. This prejudice isn't limited to the interview itself; multiple studies have shown that women applicants often receive fewer job interviews than equally qualified men, with interview rates being especially low for older women and women of color.
Caregivers face unique challenges as well. A 2020 study found that women job applicants with caregiving responsibilities were rated lower than equally qualified male applicants with similar obligations. This bias permeates the entire hiring process, with decision-makers frequently reviewing applications with little scrutiny, making it challenging to identify and combat bias.
However, a new study published in the 2024 issue of the Administrative Science Quarterly provides a solution. The research reveals that placing the human resources department in charge of initial application review and shortlisting can significantly increase the number of women hired. This practice not only enhances consistency in application evaluation but also allows HR personnel, who often have more expertise, to invest more time into the review process.
In a case study, a large, multinational technology-focused corporation transferred shortlisting duties from hiring managers to the HR department, resulting in a 5.9 percentage point increase in the number of women hired. The researchers attributed this improvement to HR's higher expertise in candidate evaluation and lower opportunity costs compared to hiring managers.
The study's findings are especially relevant for companies operating amidst increasing attacks on diversity, equity, and inclusion programs. While the company's new shortlisting policy wasn't implemented for gender equity purposes, it resulted in a surprising reduction in gender disparities. The researchers found no evidence of gender preferences, suggesting that the practice was not driven by quotas or diversity policies but by more objective criteria and consistent evaluations.
In conclusion, while HR departments can reduce hiring bias against women, their effectiveness depends on having expert knowledge, conducting thorough and objective evaluations, and being provided with sufficient time for review. This strategy can serve as a valuable tool for companies that aim to promote gender equity without running the risk of facing DEI attacks.
- To combat hiring bias and increase gender equity, some companies are now turning to their human resources departments to handle initial application reviews and shortlisting.
- The HR department's expertise in candidate evaluation and ample review time can significantly reduce hiring bias against women, as demonstrated by a case study in a large technology corporation.
- The study's results are particularly useful for companies facing attacks on diversity, equity, and inclusion programs, as they can implement this strategy to promote gender equity in a less controversial manner, relying on objective criteria for evaluations.
