Anonymous application process
Application procedures should be anonymous, say the federal government and unions. But the disadvantage begins long before.
Actually, it might not matter who you are and what your name is when you apply for a job. But it is not in this country, So what would happen if applications were anonymous in the future? So if they were sighted without giving their name, age, gender, place of birth and photo? The Federal Anti-Discrimination Agency (ADS) and the German Trade Union Confederation (DGB) claim that "disadvantages in the first step in the application process" could be minimized in this way. Because application processes in Germany are still not free of discrimination everywhere.
Already in 2010 had the ADS started a pilot project, in which five companies participated at that time. In the first application step, they did not provide certain information in order to draw attention to the qualifications of applicants. The feedback, it was said at the time, was positive.
In the USA, Canada or Belgium, anonymized applications have long been the norm. And German companies that are self-respecting do the same. In 2006 the Diversity Charter Initiative launched and has now been signed by over 2,000 companies, including Bosch, Siemens, Bayer and Adidas. None of this really worked. So is anonymization the only thing that helps?
For decades there have been countless reports of people who are not even invited to interviews – because employers do not match the name and appearance of applicants. A Berlin architecture firm had “Please no Arabs” recently sent to an applicant of Egyptian origin, Accidentally, as they claim.
You have to see migrant biographies: as an advantage
This disadvantage by name is not limited to the labor market. For example, looking for a flat: A similar pattern can also be seen here. Applicants with non-potato German names are not even invited to visit. The taz reported several times about such cases. If the names and pictures were not known: problem solved. Or not?
The white academic children usually win on the CV
The General Equal Treatment Act (AGG) prohibits discrimination at all levels of working life in Germany. There is only one problem: discrimination and structural racism do not start with the search for a job. You start earlier.
For example, when it comes to which secondary school children should be sent to. If they are not given a recommendation for high school – even though they are qualified. "You can't do it" – many people with migration biographies have heard this phrase in their school career. It is a repatriation, a ticket to the privileged world that has not been received.
It's like this: In Germany, you want aspiring, well-integrated migrant children who should have the same opportunities as their German-German classmates. Well, but you have to see their biographies as an asset to this society and not as a deficit.
The illusion of formal equal treatment
Anyone who anonymizes the application process tries to make up for a missed opportunity at the end station. The white academic children usually win on the resume, and this cannot be reversed by removing the name and photo from applications. The biographies of people remain unchanged, they are still not privileged.
The anti-discrimination agency's approach may make sense in this or that company. But it prevents migrant biographies seen become – as an advantage. And it carries the risk of an illusion. The illusion of formal equal treatment. A measure that employers can hide behind, because everything is completely anonymous. If in the end only white-German men got a job, well. And then nobody shook the racist structures.