Study finds women have an easier time making the short list

A study done by Harvard researcher Hiscox has looked at how likely a job application is to make the ‘short list’ of applicants. What they found may be quite surprising to those who have bought into the feminist narrative of a world stacked against women: in fact, applications with women’s names were more likely to make the short list!

http://www.abc.net.au/news/2017-06-30/bilnd-recruitment-trial-to-improve-gender-equality-failing-study/8664888

They tested what would happen if all references to gender and ethnicity were removed from job applications. From the article:

“We anticipated this would have a positive impact on diversity — making it more likely that female candidates and those from ethnic minorities are selected for the shortlist,” he said.

“We found the opposite, that de-identifying candidates reduced the likelihood of women being selected for the shortlist.”

The trial found assigning a male name to a candidate made them 3.2 per cent less likely to get a job interview.

Adding a woman’s name to a CV made the candidate 2.9 per cent more likely to get a foot in the door.

“We should hit pause and be very cautious about introducing this as a way of improving diversity, as it can have the opposite effect,” Professor Hiscox said.

Now, this suggests that 1. Women actually have an advantage in making the short list (although not necessarily getting jobs), and 2. for Hiscox, diversity is actually about making more women be hired, not about fair hiring processes. After all, if the hiring process were fair, we would only be concerned about the merits of the application, so whether this improved the chances of hiring women or not would be irrelevant. But Hiscox has declared that gender-blind applications go against diversity. It is clear, then, that for Hiscox and those who think like him, diversity really just means fewer men.

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