Navigating CV Whitening: Unveiling the Complex Realities in Diversity Practices

Hey there,

In this edition, we will delve into a practice you may or may not be aware of in the recruitment world – "CV Whitening." Buckle up for insights from an enlightening study by Kang et al. (2016) as we explore the implications of this practice on diversity, inclusion, and belonging within organisations.

What is CV whitening, and why do people do it?

Racial minorities are generally well aware of the discrimination that they could face in the labour market, and some choose to selectively disclose their identities in response to the signals that they receive from employers. This may lead to job seekers engaging in CV Whitening, also known as resume whitening, which is a strategic practice adopted by job applicants, particularly from racial minority groups. CV whitening involves modifying resumes to downplay indicators of racial background, a preemptive move aimed at mitigating potential discrimination during the hiring process. From tweaking names to adjusting social club affiliations, applicants aim to present a neutral, race-blind application to enhance their chances in the job market.

What the research reveals:

Kang et al.'s (2016) research unveils intriguing insights into the dynamics of job seekers from racial minorities and their interactions with companies highlighting diversity initiatives. In their study, they delved into the impact of apparent diversity programs on the behaviour of job seekers. Unsurprisingly, their findings revealed that when racial minorities target employers emphasising diversity, they tend to engage in less résumé/CV whitening.

However, the study's revelations might shock you! Despite job seekers from minority groups submitting more applications to pro-diversity employers with less CV whitening, Kang et al. (2016) discovered a paradox: minorities faced increased discrimination from these seemingly diversity-conscious employers when they refrained from engaging in CV whitening, raising the question of the effectiveness of organisational diversity statements, as they do not necessarily translate to a reduction in bias against unwhitened CVs. Instead, these statements may inadvertently contribute to discrimination against individuals who choose not to participate in CV whitening.

Implications for diversity statements:

As previously discussed, racial minorities, aware of potential discrimination, grapple with the decision of whether to disclose or conceal their racial identities— a tangible expression of the intricate challenges they face as job seekers. Simultaneously, organisations vocally endorse diversity through explicit pro-diversity statements. However, the research underscores the need for a reality check—statements alone do not guarantee a transformative shift in discriminatory hiring practices. The glaring gap between rhetoric and actual outcomes calls for a more profound understanding of the situation.

The research challenges the conventional belief that submitting authentically self-representative CVs to diversity-focused employers automatically reduces discrimination. This revelation casts a spotlight on the unintended consequences organisational diversity programs might have on the resumes/CVs they receive. It should prompt us all to scrutinise the effectiveness of diversity practices and their tangible results. In the words of Adam Grant, it compels us to "think again."

Guidance for companies:

To truly foster inclusivity, companies must move beyond symbolic changes. Critical evaluation of diversity initiatives, testing their effectiveness, and examining hiring outcomes are paramount. Bridging the gap between stated commitments and inclusive hiring practices requires a holistic approach. Future research should explore the intricate interplay between job seekers' and employers' choices, addressing the root causes of labour market inequalities.

Real progress in diversity and reduced inequality demands collaborative efforts. Job seekers and employers must work together to dismantle barriers and create a genuinely inclusive labour market. It's time to move beyond surface-level changes and embrace initiatives that yield meaningful outcomes. Let's shape a future where the practice of CV whitening doesn't exist.

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Karl

Ref: Kang, S. K., DeCelles, K. A., Tilcsik, A., & Jun, S. (2016). Whitened résumés: Race and self-presentation in the labor market.?Administrative science quarterly,?61(3), 469-502.