A study of Australia's "r é sum é discrimination" found that job seekers whose names look like Chinese, Middle Eastern or Aboriginal people are at a disadvantage when submitting their resumes.
The research team at the Australian National University's (Australian National University) School of Economics studied more than 4000 job applications, including restaurant waiters, data entry, customer service and sales jobs. They classified job applications for the same job according to the applicant's name.
Statistics found that only 1/5 of Asian surname applicants were given the opportunity to interview.
"by region, Sydney's employers tend to be more discriminatory than those in Melbourne or Brisbane, but they are slightly more inclusive of aboriginal names. Melbourne employers are more likely to favor Italian job seekers. "
The program's researcher, Dr. Andrew Leigh, believes racial discrimination is still widespread in the labour market, and hopes the analysis will help address inequality in the workplace and the lack of inclusion in racial diversity.
"for many Australians, there is still racial and ethnic discrimination. Discrimination not only leads to injustice, but also slows down the Australian economy. Careful analysis of the root causes and extent of discrimination can help us develop policies to combat this phenomenon, "Andrew Leigh said.
A study by the University of Sydney in 2017 similarly concluded that job seekers who retain their Chinese names in Australia's labour market continue to suffer from varying degrees of discrimination.
If job seekers change the Chinese name to an Australian native name, applicants may have twice as many interviews as before, said Professor Shyamal Chowdhury, the program's director.
Statistics show that applicants with the & # 39; white race & # 39; have a 12 percent chance of an interview, compared with 4.3 percent for those with a Chinese name. An in-depth study of 'inequality in the workplace due to racial differences' is of great significance. " "We found that when Chinese switched to an Australian native name, their chances of getting an interview increased to 8.2 percent," Shyamal Chowdhury said.
Chinese are not only discriminated against in r é sum é s and interviews, Australian executives are also struggling to find "Chinese".
In Australia, whether you can rise to the top of the Australian workplace ladder is closely related to where you were born.
The University of Macquarie's (Macquarie University) School of Business and Economics collected and analyzed Australian census data from 2011. They found that while Australia's workforce was "highly diversified" to international standards, this was not the case at the top management positions.
McCurry University found that if you were born in English-speaking countries, including the United Kingdom, the United States, Canada and South Africa, you are more likely to reach the peak of your career.
In contrast, the number of immigrants from the Philippines, Vietnam, India and China at the top of the Australian firm is numbered.
Of course, Australian-born people still hold most of the top corporate positions, and according to data, 70% of the chief executives and executive directors of Australian companies are born in Australia. But that is slightly lower than the share of Australian births in the workforce as a whole.
By contrast, 8.1 percent of Australia's chief executives and managing directors were born in the UK, twice as much as the UK-born population, at 4.9 percent of the Australian workforce.
But it's not that immigrants come from English-speaking countries, he has a better say at the top of the workforce, even though proficiency in language does seem to be crucial.
We have also found that the proportion of migrants from highly skilled countries, such as Germany and the Netherlands, is relatively high among the chief executive and the M.D., "said Dr. Nick Parr, University of McCorry.
Notably, although the proportion of immigrants from Asian countries is low at the top of the workforce, Koreans and Japanese are the exceptions.
