36% of Gen Z Employees in the UK Feel Discrimination During the Hiring Process

A recent survey by Applied, an ethical hiring platform, revealed that 36% of Gen Z employees feel they have faced discrimination during the hiring process. This contrasts with only 12% of older workers who reported age discrimination when seeking employment. This research comes amidst reports from the British Chambers of Commerce and the Open University that 63% of businesses in London and the South East are struggling to find qualified workers.

The study, which surveyed over 2,000 UK workers, identified several common discrimination factors among 16- to 24-year-olds, including age (21%), ethnicity (19%), gender (15%), weight (15%), and hair color (15%). For those aged 25-34, while ethnicity and gender remained significant, accent bias emerged as the primary concern, with 21% citing it as a reason for discrimination. Class bias was noted by 14% in this age group.

Parallel research from Business Insider indicated that over a third of hiring managers acknowledge biases against Gen Z candidates. Khyati Sundaram, CEO of Applied, expressed disappointment but was not surprised at these findings, emphasizing that traditional hiring methods often perpetuate biases related to age, gender, race, and other factors. She noted that these biases negatively impact workers, who are increasingly aware of such injustices.

Jon Gregson, a partner at Weightmans LLP, pointed out that under the Equality Act 2010, job applicants are protected from discrimination, making it possible for allegations to arise during the hiring process. He discussed the stereotypes that Gen Z faces, such as being perceived as easily offended or difficult to please, and warned that such biases could influence recruitment decisions. Gregson highlighted the importance of recognizing the unique contributions Gen Z workers can make, particularly in areas like technology and social media.

To combat unfair biases, Sundaram recommended anonymizing applications, using skills-based assessments, and employing unbiased AI models. Gregson suggested enhancing recruitment processes by maintaining objectivity and transparency in job descriptions and interview questions. He also stressed the necessity of providing clear, skills-based feedback to all candidates, documenting why decisions were made.

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