Research shows over three-quarters of candidates who face discrimination in the hiring process would still accept the role

· 54% of those seeking a new job in the last two years felt they were frequently discriminated against

· This number rose to 66% for Black Americans and 83% for those who identify as gender-diverse

· 30% of respondents who faced recruitment discrimination would consider reapplying for the same company

A recent study by Headstart, a diversity platform that helps firms hire graduates and apprentices fairly, has revealed that most candidates who felt discriminated against in an interview would still accept a role if it was offered. The US survey found that of the 400 candidates surveyed, over three-quarters (75%) would still accept the position.

The research also found that 54% of those seeking a new job in the last two years felt they were frequently discriminated against, perhaps for age, gender, disability, religion, sexual orientation, socioeconomic background or ethnicity. This number rose to 66% for Black Americans and 83% for those who identify as gender-diverse.

Headstart’s independent research surveyed a representation of the US population, including 400 job seekers and 400 hiring managers across the country.

Though a majority of respondents who faced discrimination were not offered a position (56%), the study showcased a large proportion of jobseekers who feel pressure to accept roles when they are offered, despite poor candidate experience.

Gareth Jones, CEO of Headstart, said:

“It’s frightening just how many people are potentially starting jobs because they need them, even when the recruitment experience is poor and biased. This emphasizes the importance of equity in the entire hiring process, not just gaining a diverse outcome of hiring ‘token’ employees to meet ratios and quotas. It’s possible to see this when you consider that 38% of hiring managers admit to discriminating against a job seeker even though they were offered a role.”

On top of this, nearly a third (30%) of survey respondents who faced recruitment discrimination would consider reapplying for the same company, meaning some people will start, or are willing to start, new jobs feeling undervalued even as they start. Headstart warns that this is likely to impact both their wellbeing and performance. For candidates, this shouldn’t be acceptable, but for businesses, there are hidden costs too. Dissatisfied employees are likely to be less productive and engaged, eventually leading to higher turnover rates which can increase the cost of rehiring.

Headstart’s research also found that when candidates file complaints for discrimination, it’s twice as likely to be ignored than investigated. On top of this, 42% of hiring managers haven’t completed any unconscious bias or discrimination training, further demonstrating the lack of resolve many organizations show in tackling equality issues.

Poor candidate experience can affect sales too. Fifty-six percent of job seekers say they are unlikely to purchase goods or services from companies that treat them poorly during the hiring process.

Jones advised:

“To overcome these issues, business must take action. Big changes can’t happen instantly — it takes time, effort, and commitment at every level. To start, it’s necessary to become aware that we all have biases and find out what these are. Overcoming them requires training, regular knowledge refreshers, addressing problems and feedback head on, as well as the ability to step back and examine the existing systems and processes to see where we can evolve”.

Headstart’s survey, Discrimination in American Hiring, can be found here.