Should the anonymized application procedure be made mandatory by law?

Poll results

Should the anonymized application procedure be made mandatory by law?
Support
Reject
Don't know
37%
50%
13%
PolitPro Community – 3442 respondents – 14.09.2023-21.09.2023

Poll information

Should the anonymized application procedure be made mandatory by law? 37% voted for the mandatory introduction of the anonymized application procedure, 50% were against.

13% chose the answer "Don't know". The survey was conducted among 3442 users of the PolitPro app during 14.09.2023-21.09.2023. The results are not representative, but may give a rough idea of the political mood around the issue.

Pros - What's in favor?

  1. Equal opportunities: The anonymized application procedure would improve equal opportunities in the job search. By removing personal information such as name, gender, age and origin, potential employers would decide solely on the basis of applicants' qualifications and experience. This would reduce discrimination based on prejudice or stereotypes and give all applicants a fair chance.
  2. Diversity and inclusion: The anonymized application process promotes diversity and inclusion in companies. By masking out personal information, companies can identify and hire talent regardless of their background or external characteristics. This leads to a diverse workforce where different perspectives and experiences are represented.
  3. Objectivity and transparency: the anonymous application process promotes objective decisions in the selection of personnel. Employers would evaluate applicants based solely on their skills, experience, and performance, without being influenced by personal preferences or biases. This increases the transparency and fairness of the hiring process.

Cons - What's against it?

  1. Loss of information: the anonymized application process could lead to a loss of information. Personal information about applicants, such as their involvement in social projects or volunteer work, could be relevant for employers to assess fit with company culture. Removing this information could lead to a limited assessment of applicants.
  2. Practical implementation: Implementing the anonymized application process could be technically and administratively challenging. Companies would need to implement appropriate mechanisms and systems to remove personal information in applications and ensure data privacy. This could mean additional cost and effort for companies, especially for smaller companies.
  3. Potential disadvantages for certain applicants: the anonymized application process could disadvantage certain groups of applicants. If personal information is removed, employers may have less information about applicants, especially about their individual skills or soft skills. This could result in certain applicants not receiving the recognition they deserve.