Title: Job Discrimination Based on Ethnic Names Hinders Indian Professionals in Australia: Study
Introduction:
A recent study conducted by Monash University has shed light on the obstacles faced by job applicants with non-English or ‘ethnic’ names when it comes to securing key job roles in Australia. The research revealed that individuals with English or ‘White sounding’ names are more likely to receive call backs and positive responses compared to those with names associated with ethnic backgrounds. This discrimination in hiring practices has affected the career prospects of individuals from various ethnic minorities, hindering their chances of securing leadership positions in different occupations.
Less Positive Responses for Ethnic Minorities:
The comprehensive study involved the submission of over 12,000 job applications to more than 4,000 job advertisements across Melbourne, Sydney, and Brisbane over a two-year period. The research aimed to examine discrimination against six ethnic groups, namely Aboriginal and Torres Strait Islander, Arabic, Chinese, English, Greek, and Indian, for leadership positions in twelve distinct occupations.
The findings revealed that applicants from ethnic minorities with similar qualifications and experience received significantly fewer positive responses compared to their counterparts with English names. For non-leadership roles, ethnic minority applicants received 45.3% less positive responses, while for leadership positions, they received 57.4% fewer positive responses.
Personal Accounts of Discrimination:
The discriminatory hiring practices highlighted in the study have been experienced firsthand by numerous professionals and recent college graduates. An Indian corporate executive, who had to change his name upon migrating to Australia, revealed that he had to submit over 120 job applications before securing a basic entry-level position, despite having a master’s degree and prior experience.
Similarly, Sarvani Swayampakula, a Student Success Advisor, recalled facing rejection due to her non-English name during the job application process. Even recent graduates like Kanishk Gupta emphasized how having a non-English name can act as a significant barrier that affects the application right from the recruitment process.
Challenges Faced by Indian Nationals:
Indian students studying in Australian universities also face challenges in securing part-time jobs due to their non-local appearance and non-English names. Harsh Nathani, an Indian student at the Australian National University, shared his experience of going through 20 interviews before finding a job, all because he didn’t have a local-sounding name. He further highlighted the assumption that candidates with non-English names have poorer English communication skills, leading to unconscious bias in favor of candidates with familiar names.
Addressing Hiring Bias:
The research findings shine a spotlight on the existing biases and prejudices in the Australian job market. It is essential to tackle hiring discrimination to ensure equal opportunities for individuals of all ethnic backgrounds. Companies and organizations must implement fair and inclusive recruitment practices that focus on qualifications, experience, and skills, rather than an individual’s name or ethnic background.
Conclusion:
The study conducted by Monash University has shown that job discrimination based on ethnic names continues to impact the career prospects of individuals from ethnic minorities in Australia. It is imperative for employers and hiring managers to recognize and address this bias, fostering a diverse and inclusive work environment that promotes equal opportunities for all. By actively challenging discriminatory hiring practices, Australia can ensure that talent is not overlooked solely based on a person’s name, but rather on their abilities and potential to contribute to society and the workforce.
