If that's what you are asking, how is it possible to discriminate if there is no religion information on the resume to begin with. Unless name/surname/location is used as a proxy?
You'd throw in religiously-coded social club affiliations and/or school names.
Given OP's other comment, I think the spirit of their question points to coding the resume with where someone is on a generic political spectrum.
Here an example in India: https://vajiramandravi.com/quest-upsc-notes/communalism/
Working paper doi: 10.3386/w32313
Edit: it's probably possible to resubmit an old article and resurface it back.
Which works as intended
"Finally"? Yeah, like what, ten years ago? Sorry for the pedantry, but maybe not ten years, but it's been a number of years that if one submits something that's already submitted, it upvotes the first submission and takes you to the comments.
Just discovered a new to me feature. Thanks for being a dick about it.
But what I can change is my behavior that doesnt involve millisecond reaction times. I can use empirical data to make hiring choices. I can stop using phrases like "culture fit" or making decisions based on intuition of how I feel about someone.
I can do my part to fight cognitive bias by acknowledging it exists and by choosing to do better and make decisions with data, but I can't even trust myself to create the criteria for evaluation without polluting it with my own biases.
I am not sure why I am posting this. Probably because I want to remind myself that growing up in the rural Midwest put ideas in my head that while I reject them rationally, they have polluted deep parts or my brain that form a large part of my intuition-based decisions.
Implicit association [1]. It means you may have an inbuilt racist tendency (or lack of familiarity), not that you are a racist. Given you proceeded to correct for it, I would strongly reject the notion that you are--empirically or otherwise--a racist.
Yet this practice varied significantly by firm and industry. One-fifth of the companies — many of them retailers or car dealers — were responsible for nearly half of the gap in callbacks to white and Black applicants.
…
On average, companies did not treat male and female applicants differently. This aligns with other research showing that gender discrimination against women is rare in entry-level jobs, and starts later in careers.
However, when companies did favor men (especially in manufacturing) or women (mostly at apparel stores), the biases were much larger than for race.
...
Being gay, as indicated by including membership in an L.G.B.T.Q. club on the résumé, resulted in a slight penalty for white applicants, but benefited Black applicants — although the effect was small, when this was on their résumés, the racial penalty disappeared.”
That’s more positive than I expected from the headline! The problems are improving and concentrating.
I work at the biggest FAANG and just last week our team decided we are rejecting all applications for a manager position we have open until we get more diverse candidates. I'm pretty sure that's somehow illegal, but I don't want to get fired for saying that it seems wrong.
Here is Apple's ESG report showing that white people are underrepresented (40% of the company vs 60% of the country):
https://investor.apple.com/esg/
Here is Microsoft's blog post about paying white people less:
https://blogs.microsoft.com/blog/2023/11/01/microsofts-2023-...
"Inside the U.S., all racial and ethnic minority groups who are rewards-eligible combined earn $1.007 total pay for every $1.000 earned by U.S. rewards-eligible white employees with the same job title and level and considering tenure."
Yes, it is and should be.
> Here is Microsoft's blog post about paying white people less
The tone is weird, but I'll be damned if they have three digits of significance to those figures, even at a company as large as Microsoft. The correct thing to say would be that they are statistically indistinguishable.
https://onlinelibrary.wiley.com/doi/abs/10.1111/1756-2171.12...
