When a Southern Belle interviewed for a Financial Planner’s role in Dallas, Texas, and addressed the interview panel with ‘Y’awl’, no one raised an eyebrow. But when one of our candidates in Sydney was on final interview with a new employer, and dropped the ‘Y bomb’ (Youse), she was shown the door within 10 minutes. We were forced to find a palatable excuse for why she wasn’t successful, when we knew that she was simply ‘not one of their tribe’.
Consequently it was with great interest that we were interviewed by Fiona Smith for an article in The Guardian about Blind Recruitment: Blind recruitment aims to stamp out bias, but can it prevent discrimination? This is a growing trend amongst sophisticated employers who want to bring in capable people based on merit – not by where they went to school, which university they attended, or by gender or whether their name is pronounceable by mono-linguists.
We wave the flag for anti-discrimination every day of the year. When we did pure phone screening interviews for one role, we were delighted to hear that the candidate who was successful was in a wheelchair – we had no idea and it made not an iota of difference to his ability to perform in the role. We were aghast when one of our own beautifully spoken consultants, an Indian by birth, was told by a client ‘don’t send me any Indians’. We continue to push back when briefed by certain employers (particularly for entry level to mid-career roles) that a particular birthright will mean a good culture fit.
On the other hand, we are completely onside with employers who want good written and spoken English as part of the selection criteria. So much in life comes down to good communications, but we don’t buy into accent free or the ‘tribal’ norms as our Financial Planner experienced. Instead, when faced with real or perceived discrimination, we encourage the delicate conversations: For example, someone could have generously told that high performing candidate ‘Our business has a slightly different client base than your previous company. Would you mind not saying ‘Youse’, as we don’t want our clients making the wrong assumptions about you, when we know you’re very good at your job?’
What’s your experience of ‘blind recruitment’ in your world @work?
Featured image: See Beyond Race was a VicHealth community-based social marketing campaign that tackled race-based discrimination by featuring local people from diverse cultural backgrounds and their real-life interests.
Anita is the Executive Director of Slade Group, and a member of the advisory board. In a career spanning roles working in government, not-for-profit, public company and the SME sector, Anita has a broad view of the landscape of Australians at work. Committed to making a difference in her professional and personal life, Anita is a Director of the Wheeler Centre for Books, Writing & Ideas, previous Chair of Melbourne Girls Grammar School, and a Non Executive Director of online men’s lifestyle publisher Boss Hunting.