On the Limits of Anonymization for Promoting Diversity in Organizations
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View abstract on PubMed
Summary
This summary is machine-generated.Resume anonymization for diversity hiring can backfire. Lower social dominance orientation (SDO) individuals may hire fewer underrepresented candidates when using anonymization, potentially reducing diversity outcomes.
Area Of Science
- Organizational Psychology
- Social Psychology
- Diversity and Inclusion Studies
Background
- Resume anonymization is a common strategy to mitigate bias and enhance diversity in hiring.
- However, empirical evidence on the effectiveness of anonymization in large-scale settings has yielded mixed results.
- Individual differences among decision-makers may influence the impact of anonymization policies.
Purpose Of The Study
- To investigate the role of social dominance orientation (SDO) in moderating the effects of resume anonymization on hiring decisions.
- To examine whether individuals with varying SDO levels are differentially likely to opt into anonymization procedures.
- To assess the potential for anonymization policies to inadvertently decrease diversity in candidate selection.
Main Methods
- Conducted four pre-registered studies with a total of 3,150 participants.
- Measured participants' social dominance orientation (SDO).
- Assessed hiring preferences for candidates from underrepresented groups under anonymized and non-anonymized conditions.
- Examined participants' propensity to opt into anonymization tools.
Main Results
- Individuals with lower SDO were less likely to hire candidates from underrepresented groups when resumes were anonymized.
- Individuals with lower SDO were more likely to choose to use anonymization when given the option.
- Lay beliefs about the positive consequences of anonymization appear to be inaccurate.
Conclusions
- Opt-in resume anonymization policies may not always increase diversity and can sometimes reduce it, particularly among individuals with lower SDO.
- The effectiveness of diversity interventions like anonymization depends on the interaction between heterogeneous treatment effects and selection biases.
- Future policy evaluations should consider individual differences and potential unintended consequences of diversity initiatives.
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