This study assessed whether women and minorities are discriminated against in the early stages of the recruitment process for senior positions in the Australian Public Service (APS). It also tested the impact of implementing a ‘blind’ or de-identified approach to reviewing candidates.

Over 2,100 public servants from 15 agencies participated in the trial. They completed an exercise in which they shortlisted applicants for a hypothetical senior role in their agency. Participants were randomly assigned to receive application materials for candidates in standard form or in de-identified form (with information about candidate gender, race and ethnicity removed).

Overall, the results indicate the need for caution when moving towards ’blind’ recruitment processes in the APS, as de-identification may frustrate efforts aimed at promoting diversity.

The report is accompanied by an analysis plan and research proposal.