AAU to Anonymize Applications to Increase Diversity
: 13.03.2023
AAU to Anonymize Applications to Increase Diversity
: 13.03.2023
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AAU to Anonymize Applications to Increase Diversity
By Kristina Mie Hansen and Lea Laursen Pasgaard, AAU Communication and Tina Strandvig, HR Department. Photo: Shutterstock
- We often believe that we are objective and only hire the most qualified. But research shows that this is far from the case. The fact is that we are biased by stereotypes and preconceptions, and that this influences our decisions – especially when we hire.
This is according to Per Michael Johansen, Rector of Aalborg University (AAU). On International Women's Day on 8 March, he presented a new pilot project to promote diversity at the university. The project entails the university anonymizing applications and CVs for selected positions. Specifically, profile pictures and other information that is irrelevant to the position – such as gender, age, ethnicity, marital status and hobbies – are removed.
The job must go to the best candidate. And we must create a workplace where we ensure diversity. This applies to gender, age and ethnic background, rector says.
He adds:
- The goal is to include more perspectives and be more innovative, more creative and make better decisions. So we are now looking at how we can minimize unconscious bias throughout the process, from when a position is advertised until the employment contract is signed. It's about changing your habits and being conscious of the unconscious.
More measures to ensure diversity in the hiring process
However, anonymization will not stand alone. The appointment committee must also weigh selection criteria, create question frameworks, conduct case-based interviews and watch a video of the most frequent pitfalls when it comes to bias in the recruitment process. So even though the job interview itself will not be anonymous, the other measures will help the hiring panel assess the applicants on a qualified basis rather than on gut feeling.
- Once you walk through the door of the interview, anonymity of course disappears. But to get this point, we should have a broader field to choose from that hasn’t been influenced by our biases in the selection process, the rector explains.
The university previously focused on removing bias from job advertisements, gaining some experience. In conjunction with the AAU Committee for Equality and Diversity and the Main Joint Consultation Committee, the Executive Management decided that the university is now ready to move forward and look at the entire recruitment process. Initially, it will be a one-year pilot project at a department, but the plan is that it will then be rolled out throughout the university. There is no decision yet on the department for the pilot project.
Initially, anonymization will target administrative staff. Once the university has gained some experience, the Committee for Equality and Diversity will try to find a solution for using the method in other positions, such as at the management level or when hiring professors.
- The challenge with research positions is that researchers submit a publication list that makes applicants recognisable. However, we have launched a number of other initiatives that also apply to recruiting researchers. For example, we screen our job advertisements so that they appeal to all genders. We have search committees and requirements for a minimum of two genders on assessment and appointment committees so we ensure a wider field of applicants, says the rector.
Per Michael Johansen emphasizes that the Executive Management will follow the project closely and keep an eye on whether the university gets a broader field for interviews and ultimately a more diverse staff composition.
