Center for Corporate Auditing, Responsibility and Management policy Authoring/Anonymous applications policy
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Introduction
[edit | edit source]Tests have shown that anonymous applications improve the chances of women and minorities to get job interviews.[1]
Anonymity
[edit | edit source]- The pre-selection process for anonymous applications has to follow a certified process chain, use well-defined criteria and should preferably be implemented by a certified external service provider.
- The full anonymity of an applicant should preferably be maintained until the time of the job interview.
Continuing education
[edit | edit source]- The employer should emphasize gender equality and racial equality in educational measures.
- The employer should ensure equal opportunity for access to educational measures.
- Anonymous applications for some educational measures are recommended and can be implemented by certified external service providers.
Gender equality
[edit | edit source]- The employer has to provide well-defined procedures for how to accomplish gender equality and well-defined criteria for when gender equality has been accomplished.
Racial equality
[edit | edit source]- The employer has to provide well-defined procedures for how to accomplish racial equality and well-defined criteria for when racial equality has been accomplished.
Corporate citizenship
[edit | edit source]- The employer must endorse gender equality and racial equality as official goals of the company. Failure to do so should be seen as a complete failure to implement this policy.
- The employer should set an example and implement a transparent process with an option for co-determination.