For some groups it is difficult to get a job interview, least to get a job - they are discirminated against (e. g. women, ethnic minorities, older workers, disabled persons). Some (international) research projects have shown that anonymous job application processes (AAP) may lead to a decrease in discrimination. This led to our practice project in which we are currently building a (pan-european) platform to inform about AAP and fight against discrimination and for equal chances.
Muenster / Leipzig, Germany
… we saw is that we just cannot understand why bright, motivated, qualified people would compose tons of applications and yet are denied the job they are good in – due to discrimination.
… is to fight the trends of recruiting by recommendation and the exaggerated self-portrayal and at the same time offer an attractive, manageable and fair alternative. We also support recruiting managers and companies in making better, more precise hiring decisions.
… is the image of an anonymous application process in Europe and thus the release of hidden potentials by including underprivileged and discriminated groups.
Currently, we are combining different strategies: a) we are conducting research in the area of discrimination and equal chances, b) we are collecting and publishing news on our blog aspiranta.de and c) we are establishing a network of people, institutions and organisations that are concerned with that topic, e. g. the Federal Anti-Discrimination Agency, local branches of the Federal Employment Agency in Germany, unions, companies.
We try to establish win-win-win-situations for
a) individuals that are discriminated against because they carry an attribute of a discriminated against group (e.g.gender, age, handicap, ethnicity, sexual orientation)
b) hiring companies that have developed "blind spots" in their hiring strategies and miss the potential of applying candidates
c) national economies (and their indexes)