User:Dlagman/sandbox

Canada
In Canada, research conducted by University of Toronto researchers Philip Oreopoulos and Diane Decheif in 2010 has found that resumes featuring English names sent to Canadian employers were more than 35% more likely to receive an interview call-back as compared to resumes featuring Chinese, Indian or Greek names.

The study, supported by Metropolis B.C., a federally funded diversity-research agency, was conducted to investigate why recent immigrants are struggling much more in the Canadian job markets than immigrants did in the 1970s. In order to test this hypothesis, dozens of identical resumes, with only the name of the applicant changed, was sent to employers in Toronto, Vancouver and Montreal. Of the three cities surveyed, Metro Vancouver employers, both large and small, were the least swayed by the ethnicity of applicant's names. Resumes submitted to employers here were just 20% more likely to get a callback than those with Chinese or Indian names.

Through interviews with Canadian employers, the researchers found that name-based discrimination on application forms were a result of time-pressed employers being concerned that individuals with foreign backgrounds would have inadequate English-language and social skills for the Canadian marketplace.

Disability
In 2006, just over one-half (51%) of persons with disabilities were employed, compared to three in four persons without disabilities.

Employment rates are lower (under 40%) for persons with developmental and communication disabilities, whereas employment rates are closer to average for persons with a hearing impairment or for those who have problems with pain, mobility, and agility.

Data from Statistics Canada's Participation and Activity Limitation Survey (PALS) show that, in 2006, one in four unemployed persons with a disability and one in eight persons with a disability who are not in the workforce believe that, in the past five years, they've been refused a job because of their disability. One in twelve employed persons with a disability also reported that they experienced discrimination, with the proportion of discrimination "increasing with the severity of activity limitations".

United States
In the United States, statistics on employment discrimination have been collected on gender, sexual orientation, race and age.

Sexual Orientation and Gender Identity
The UCLA School of Law, a national think tank at UCLA School of Law, released a 2011 report that has identified sexual orientation and gender identification discrimination in the workplace. According to the report, between 15% - 43% of lesbian, gay, bisexual or transgender workers have experienced either being fired, denied promotions or harassment due to their sexual orientation or gender identification.

Age
A 2013 report was completed by the AARP to identify the impact of age discrimination in the workplace. Of those 1500 individuals who responded to AARP's 2013 Staying Ahead of the Curve survey, almost 64% of those over 45-74 said they have seen or have experienced age discrimination in the workplace. Of those, 92% say it was somewhat or very common in their workplace.

6 second scan: Despite recruiters’ different self-reports – the study found that recruiters spend only 6 seconds reviewing an individual resume. The study’s “gaze tracking” technology showed that recruiters spent almost 80% of their resume review time on the following data points:

- Name - Current Title/Company Previous title/company - Previous position start and end dates - Current position start and end dates - Education

Beyond these six data points, recruiters did little more than scan for keywords to match the open position, which amounted to a very cursory “pattern matching” activity. Because decisions were based mostly on the six pieces of data listed above, an individual resume’s detail and explanatory copy became filler and had little to no impact on the initial decision making. In fact, the study’s eye tracking technology shows that recruiters spent about 6 seconds on their initial “fit/no fit” decision.

Source: http://occupiedwithlife.blogs.rice.edu/files/2012/06/TheLadders-EyeTracking-StudyC2-copy.pdf

Recruitment Bias and Employment Discrimination in:

USA A 2001 survey conducted in the US found that more than one-third of blacks and nearly 20% of Hispanics and Asians reported that they had personally been passed over for a job or promotion because of their race or ethnicity.

http://www.ncbi.nlm.nih.gov/pmc/articles/PMC2915460/

According to the Williams Institute, a think tank at UCLA School of Law that studies LGBT issues, between 15% to 43% of lesbian, gay, bisexual or transgender job seekers have experienced not being hired due to their sexual orientation or gender identity.

http://www.americanprogress.org/issues/lgbt/news/2011/06/02/9872/gay-and-transgender-people-face-high-rates-of-workplace-discrimination-and-harassment/

According to a 2013 AARP survey report, among older workers aged 45-74 "nearly one in five indicate they have not gotten hired for a job they applied for because of age”

http://www.aarp.org/content/dam/aarp/research/surveys_statistics/econ/2013/Staying-Ahead-of-the-Curve-Age-Discrimination.pdf

A recent study, published by Proceedings of the National Academy of Sciences, finds that managers of both sexes are twice as likely to hire a man as a woman.

http://www.sciencedaily.com/releases/2014/06/140623121000.htm

A new study by Carnegie Mellon University found that in the most Republican states in America, employers may be less likely to interview job candidates that are Muslim. As part of a social experiment, 4,000 fictitious applications were sent out, where social profiles were created for each one indicating if the applicant was Muslim or Christian. In Republican states, 2% of Muslim job seekers receive interview invitations compared to 17% for Christian candidates.

Source: http://www.pewresearch.org/fact-tank/2013/11/26/study-muslim-job-candidates-may-face-discrimination-in-republican-states/

Canada On average, University of Toronto researchers Philip Oreopoulos and Diane Decheif found that resumes featuring English names were more than 35-per-cent more likely to receive a callback than a resume featuring Chinese, Indian or Greek names.

According to the study, Canadian-born individuals with English-sounding names are significantly more likely to receive a callback for a job interview after sending their resumés, compared to internationally-born individuals, even among those with international degrees from highly ranked schools or among those with the same listed job experience but acquired outside of Canada.

The latest study found the greatest callback rate differences were in Montreal and the smallest were in Vancouver. Researchers also found that employers justified name and immigrant discrimination based on language skill concerns but “overemphasized” these without considering “offsetting characteristics” listed on the resumé. The pressure of time and avoiding “bad hires” adds to the problem.

http://mbc.metropolis.net/assets/uploads/files/wp/2011/WP11-13.pdf