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Description
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We partnered with the recruitment platform Applied, which aims to remove bias from
the hiring process. We ran a pre-registered four-armed RCT on the platform to test
whether alternative introductory statements to an equal opportunities form in a job
application could change applicants’ voluntary disclosure rates of sexual orientation.
Each alternative introductory statement addressed a key negative attitude towards
disclosure of sexual orientation: mistrust about the security of data storage, the belief
that disclosure could harm recruitment outcomes, and a lack of understanding of the
purpose or value of disclosure.
None of the treatment statements had a significant impact on the probability of
sexual orientation disclosure. Neither did they change the probability of opting out of
the entire disclosure form, the disclosure rates of any other demographic
characteristics or of submitting the application. This suggests that introductory
statements that target negative attitudes towards disclosure are not effective in this
context. Possible explanations for the findings are that applicants do not pay
attention to the introductory text, other behavioural barriers are more important or
that the already high disclosure rate in this recruitment context could not increase
further.
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Citation
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Nicks, L., Hardy, T., Roy-Chowdhury, V., &; Davidson, S. (2021). (rep.). Encouraging sexual orientation disclosure in recruitment.
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Url
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https://www.bi.team/wp-content/uploads/2021/07/Applied-report-for-upload-190321.pdf
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