Job-seekers with pronouns on CV less likely to be hired, reports finds

A recent study published in SSRN has indicated that job seekers who include their pronouns on their CVs may face reduced chances of being hired, with a particular impact on those using they/them pronouns. Conducted by Taryn Eames, a PhD student in economics at the University of Toronto, the research focused on hiring discrimination linked to pronoun disclosure, marking the first study of its kind on this subject.

The study involved submitting 7,970 fictitious CVs to job openings across 15 occupations in six major U.S. cities, with one version including pronouns and another omitting them. According to MSN, the results revealed that candidates disclosing they/them pronouns received significantly fewer responses compared to those presumed to be cisgender. Furthermore, the research indicated that including any pronouns on a CV, regardless of the type used, led to decreased interest from employers.

Eames highlighted that CVs with they/them pronouns experienced a 5.4% drop in positive employer responses, compared to those without pronoun disclosure. Even when compared to cisgender applicants who disclosed he/him or she/her pronouns, non-binary candidates encountered a 3.7% decline in positive feedback.

Eames noted, "Putting they/them pronouns on your resume may put applicants at a disadvantage in terms of employer response. However, for applicants seeking a workplace that respects their identity, disclosing pronouns could help filter out discriminatory employers."

The study also pointed out that non-binary individuals faced compounded discrimination when applying for roles traditionally dominated by a specific gender. In these cases, applicants with both minority and non-binary identities experienced further setbacks in securing job opportunities.

Geographical disparities in discrimination against LGBTQ+ individuals were also highlighted in the research, revealing significant variations across regions influenced by political inclinations. The report emphasized the communication of political signals through pronoun disclosure, potentially impacting employer perceptions and responses.

Eames stressed the need for additional research on non-binary identities in workplace settings to address biases in hiring practices. Exploring the implications of pronoun disclosure, the effects of new hiring technologies on discrimination, and strategies to combat biases are essential steps toward fostering more inclusive hiring environments, according to the study.

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