Those with Anglophone-sounding names are more likely to be granted interviews during the job hunt, according to a recent University of Toronto study.

An Oct. 14 article in the Globe and Mail reported on the research that sent out nearly 8,000 fabricated resumes to employers in Toronto, Montreal and Vancouver.

The research found that in Toronto, applicants with Anglophone names like Greg Brown were 47 per cent more likely to get a call back from a potential employer compared to someone with a Greek-, Chinese- or Indian-sounding name.

Canadian employeers need to realize there’s a subconscious bias surrounding certain names, and remove nominal identification from the selection process.

Research results were similar in other Canadian cities. Applicants with Anglophone names were 39 per cent more likely to be interviewed in Montreal and 20 per cent more likely in Vancouver.

Results showed that even when applications stated Canadian education and experience as well as a stated proficiency in English and French, employers were more likely to select an Anglophone name. University of Toronto researcher Philip Oreopoulos led the study and said it’s likely a selection going on at the subconscious level.

Statistics from the Toronto Immigrant Employment Data Initiative corroborate the research, reported the Globe. The unemployment rate as of September is 5.4 per cent for Canadian-born workers, 8.3 per cent for all immigrants and 13.4 per cent for recent immigrants who have been in Canada for fewer than five years.

Recent immigrants also earn 49 per cent less than native-born workers, even though immigrants typically have higher rates of education. It’s only natural that human beings seek the familiar, but when potential employees are being discriminated against because of their name, something needs to change.

To counteract this bias, employers should designate applications with a number and base the decision of whether or not to grant an interview on skills and experience alone.

Though the bias doesn’t appear to be malicious, this countermeasure will help to ensure that no one is treated unfairly.

Language and communication skills can’t be extrapolated from someone’s name alone, especially in a country as diverse as Canada.

Language skills need to be measured firsthand, not assumed because of their name.

As diversity continues to increase, this bias will likely diminish as all cultures reach a level of familiarity, but this process could take generations. Until that happens, employers need to be more mindful of their tendencies and work to avoid discrimination.