When an organization is hiring someone to fill a job, it’s very difficult to avoid bias in the hiring process – because, at some point, the hiring decision is subjective. The applicants for the job may have very similar qualifications and experience, which then usually leads to assessments such as how well each applicant would “fit” within the organization. “Fit” is a subjective assessment, and when subjective assessments become an exercise in “how much is this person like the people that are already here”, that’s when unintended or explicit bias can affect the hiring decision.
Numerous studies have shown that hiring decisions can be biased by factors like the ethnicity of the applicant’s name, their appearance, and their social class. Now, two economists, Qi Ge and Stephen Wu, have published a very interesting research study of another possible source of bias in hiring: how difficult it is to pronounce the applicant’s name.
The data that these researchers used for their study was taken from (more…)