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　　Recruitment
　　
　　招聘
　　
　　No names, no bias?
　　
　　无名字，无歧视？
　　
　　Anonymising job applications to eliminate discrimination is not easy
　　
　　为使消除歧视而采用匿名工作应聘很难实现
　　
　　And I still didn’t get the job!
　　
　　我依旧没有找到工作
　　
　　“IF YOU’VE t the grades, the skills and the determination, this vernment will ensure you can succeed,” trumpeted David Cameron, the British prime minister, on October 26th, as he unveiled plans to tackle discrimination in the workplace. Ten big employers in the public and private sectors—including the civil service, HSBC and Deloitte—have agreed to start recruiting on a “name-blind” basis in Britain; others may also follow suit. In such schemes,those drawing up shortlists of applicants cannot see their names, with the aim of reducing racial and sexual bias. But do they work?
　　
　　“如果你有成绩，技术和决心，政府会将保证你的成功，”英国首相大卫·卡梅伦于10月26日表示道，同时他公开了处理工作歧视的计划。十个公众和私营企业的老板，包括行政部门，汇丰银行还有德勤已经同意在英国采用匿名式招聘。其他的企业可能也会采用。在这种体制之下，最后的候选人员名单会被遮住名字，以此来减少种族和性别的歧视。但是，这样将怎样运转？
　　
　　Several countries have experimented with name-blind applications. In 2010 Germany’s Anti-Discrimination Agency, an advisory body, sponsored a voluntary scheme to get businesses to try it. In France a law passed in 2006 made the anonymising of applicants’ CVs compulsory for firms of over 50 employees. But the vernment was slow in laying down the conditions for how the law would operate, and only started enforcing it last year. In Sweden and the Netherlands there have been some trials.
　　
　　一些国家已经尝试无记名申请形式。2010年德国反歧视机构，一家顾问机构赞助了一项自愿计划使企业尝试这个方案。在2006年法国通过了一项法律对公司50岁以上的员工他们履历使用匿名化，也在瑞典和荷兰进行尝试，但政府运作该法律处在很缓慢的情况，并且去年才开始实施这项法律。
　　
　　Discrimination against job applicants based on their names is well documented, particularly among ethnic minorities.An experiment in Germany found that candidates with German-sounding names were 14% more likely to be called for an interview than candidates with Turkish ones. A review of various studies, by the Institute for the Study of Labour(IZA), a German outfit, found that anonymised job applications boost the chances of ethnic-minority candidates being invited to an interview. A Swedish study found that it led to more ethnic-minority people being hired.
　　
　　由于完备的姓名记录使得种族歧视的观念阻碍了人们申请工作，特别是对那些少数民族的人来说。一项调查显示，那些名字听起来像德国人的求职者要比那些名字听起来像土耳其的求职者多了百分之十四的机会被通知参加面试。总结各种研究,工党劳动学会——一个德国机构发现,匿名工作申请提高了少数种族候选人被邀请参加面试的机会。瑞典的一项研究发现,这导致更多的属于少数种族的人被录用。
　　
　　However, the results from other trials are less clear. A second Swedish experiment found that only women, not immigrants, were boosted by anonymous recruitment. According to the IZA, experiments in the Netherlands showed no increase in the likelihood of ethnic-minority candidates being offered a job if their CVs were seen anonymously, suggesting that discrimination had crept in at the interview stage.
　　
　　然而,从其他试验结果都不太清楚。第二个瑞典的实验发现,只有女人,受匿名招聘影响的人数会增加，但移民却不会有出现这种情况,。据工党研究学会,在荷兰，实验调查显示如果他们的记录选拔系统是匿名显示的，少数种族候选人被提供工作的可能性没有增加，这表明歧视已经潜伏在面试阶段。
　　
　　Ensuring that a candidate is completely anonymous is also tricky. A 2012 French study found that foreign-born candidates and those from poor districts were less likely to be called for interview when applications were anonymised. Its authors suggested that recruiters may have used other indicators, such as knowledge of Arabic, to identify race. In places fraught with religious tension, such as Northern Ireland, the name of a school can reveal a candidate’s faith, while a few years missing on a CV may suggest maternity leave, and thus that the candidate is female. ing name-blind when shortlisting candidates may be a sensible start, but it is likely to be just a small step towards ending hiring bias.
　　
　　确保一个候选人完全匿名也是棘手的，一个2012年的法国研究发现，即使招聘匿名，外国国籍的候选人和来自贫穷地区的候选人也很少有机会被叫去面试。这次研究的作者提出，招聘人员可能利用其他方面来确定种族。例如，对阿拉伯的知识了解程度。像挪威、冰岛这些宗教纷争严重的地方，候选人所在的学校名称能揭露他们的信仰。同样，一个简历上缺失了几年可以认为是产假，从而推断出这个候选人是女性。采用匿名招聘也许是一个明智的开始，但是这也可能只是向结束偏见迈了一小步。

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