A recent study conducted by recruitment technology firm Tribepad unveils concerning trends regarding perceived hiring bias.
Despite a slight decrease since 2022, an overwhelming 9 out of 10 candidates still believe that recruiters exhibit bias in their hiring practices.
The study, titled “Stop the Bias,” highlights a significant shift in candidate perceptions. In 2022, every participant expressed concerns that certain aspects of their identity might hinder their chances during recruitment.
While the latest report indicates progress with 11 percent selecting “none of the above,” a staggering 89 percent still harbour apprehensions about facing prejudice during job applications.
 |
Get our essential daily HR news and updates. |
Age emerges as the predominant concern among candidates, followed closely by personal appearance, disabilities, mental health, and weight. Surprisingly, while ethnicity and gender were previously major concerns, they have diminished in significance over time.
Notably, worries regarding mental health discrimination have surged, paralleling the increased prevalence of mental health issues. The study found a 33 percent rise in the number of candidates fearing discrimination based on mental health, indicating a pressing need for more inclusive hiring practices.
Does diversity data collection benefit applicants?
The top ten biases identified by applicants include age, personal appearance, disabilities, mental health, weight, parental status, pregnancy, race, accent, and gender identity.
Despite pervasive concerns, candidates are exhibiting growing trust in employers to address biases. The study notes a significant increase in the proportion of people who believe that diversity data collection benefits applicants, rising from 24 percent in 2022 to 33 percent in 2023.
Dean Sadler, CEO of Tribepad, commented on the findings, emphasising the need for concerted efforts to combat biases in recruitment. He highlighted the importance of creating a fair hiring landscape based on merit rather than demographic factors. Sadler urged for a collective endeavour to dismantle ingrained biases, emphasising that it’s high time to eliminate bias in 2024.
The study underscores the imperative for organisations to prioritise diversity, equity, and inclusion in their hiring processes, ensuring fair opportunities for all candidates, regardless of background or identity.
Amelia Brand is the Editor for HRreview, and host of the HR in Review podcast series. With a Master’s degree in Legal and Political Theory, her particular interests within HR include employment law, DE&I, and wellbeing within the workplace. Prior to working with HRreview, Amelia was Sub-Editor of a magazine, and Editor of the Environmental Justice Project at University College London, writing and overseeing articles into UCL’s weekly newsletter. Her previous academic work has focused on philosophy, politics and law, with a special focus on how artificial intelligence will feature in the future.
- Amelia Brand
- Amelia Brand
- Amelia Brand
- Amelia Brand
