A significant number of younger workers in the UK report experiencing discrimination during hiring processes.
- A survey by Applied reveals that 37% of 25-34-year-olds feel they have faced bias during recruitment.
- Bias based on age, ethnicity, gender, and accent are primary concerns for these younger age groups.
- Older workers, however, report lower incidents of hiring discrimination.
- The study suggests that traditional hiring practices contribute to perceived biases.
A recent survey conducted by Applied, an ethical AI hiring consultancy, highlights a concerning trend: more than a third of younger workers believe they have experienced discrimination during hiring processes. The survey, which sampled over 2,000 UK working adults, revealed that 37% of individuals aged 25-34 and 36% of those aged 16-24 encountered bias at some point during recruitment.
When examining the specific biases reported by these age groups, age, ethnicity, and gender emerged as significant issues for younger workers. Notably, 21% of 16-24-year-olds identified age as a bias factor, while 19% cited ethnicity, and 15% mentioned gender. Additional concerns included weight and hair colour, each cited by 15% of respondents.
In contrast, for workers aged 25-34, accent bias took precedence over age, with 21% of respondents highlighting it as a concern alongside ethnicity (21%) and gender (20%). Class and height were also noted as factors, each mentioned by 14% of respondents.
Interestingly, the survey also pointed out that hiring managers are not immune to biases. Over a third (36%) admitted to harbouring biases against Gen Z candidates, revealing potential systemic issues within hiring processes.
Despite the prevalence of bias reported by younger workers, older employees appear less likely to perceive discrimination. Only 12% of those aged 55 and above reported experiencing bias when applying for jobs, with ageism being twice as likely to be cited by this group compared to the average across all demographics. Indeed, 50% of these individuals attributed discrimination to their age.
Khyati Sundaram, CEO of Applied, expressed concern over these findings, describing them as ‘deeply sad but wholly unsurprising.’ She emphasised the need for hiring processes to be free from bias, recommending measures such as anonymising applications and using skills assessments. Sundaram stated, ‘Employers must remove opportunities for biases to interfere in the hiring process.’
The findings underscore the need for systemic changes in hiring practices to mitigate bias and ensure equitable opportunities for all candidates.
