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HR – Anonymity doubles job applications from “Bame” candidates

Coventry City Council has seen a doubling of job applications from Black, Asian and Minority Ethnic (BAME) candidates after introducing an anonymous application process to reduce unconscious bias in the recruitment process. 

The proportion of candidates selecting BAME on the council’s equal opportunities monitoring form has increased from 18% to 39% since it activated the Anonymous Application feature on Tribepad’s Talent Acquisition Platform. 

This enables applications to be entirely anonymous, with no names, gender, date of birth, location, nationality or education institution visible to hiring managers prior to inviting candidates to interview. 

Other Equality, Diversity and Inclusion (EDI) initiatives implemented by the council include different sourcing techniques, line management training and diverse interview panels. 

Sam Griffin, Recruitment Manager at Coventry City Council, said: “It’s critical for public sector organisations that their teams reflect the communities they serve. We’re very proud of the strides we’ve made in improving the diversity of our recruitment process. We believe that anonymising the application process is a good tool to help deliver on our ED&I commitments, and many organisations across industries could see these benefits.” 

Neil Armstrong, Chief Commercial Officer at Tribepad, added: “The 117% uplift in BAME applicants following the introduction of anonymous applications is very promising. The increase in confidence from minority applicants in applying for roles and sharing their ethnic origin information indicates a reduction in fear of prejudice.” 

Researchers at Nuffield College’s Centre for Social Investigation (CSI) have found that British citizens from ethnic minority backgrounds have to send, on average, 60% more job applications to get a positive response from employers compared to white counterparts. 

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