Name Discrimination in Hiring:

I am a "residential year" student in AGSM (Australian Graduate School of Management) UNSW (University of New South Wales). Residential year is the last year of an MBA journey anyone undertakes with AGSM. The year is designed to bring together the entire cohort for a week across four terms and engage them into group written mini thesis.

For anyone unfamiliar with academic writing, crafting a thesis can be an incredibly demanding task. Tackling it solo is challenging enough, but collaborating on a thesis with six others brings its own set of difficulties - especially when the group has been deliberately assembled to create tension, based on preliminary psychological profiling conducted by the university.

The point here though is my journey of discovering how my name, Narghiza Ergashova, affected my success rate in anything I did collaboratively. For a period of time...

The gestures of exclusion by leaving me out of activities were too subtle to gain purchase to roll a conversation out that would help me gain an understanding as to why I was being "name discriminated". And then it happened - subtle yet unmistakable enough to prompt a "positive" inquiry with my peer. A tap on my shoulder interrupted my thoughts, and a peer of mine posed a question that led to a seven-minute conversation. Throughout our exchange, he carefully avoided using my name. Later, he admitted that he had previously avoided conversations with me altogether because he didn’t know how to pronounce my name.

For some time, I thought this was a ripe "name-discrimination" born out of sheer laziness to put effort into reading or saying unfamiliar names. Laziness to discover and get to know the person that requires one to get past the first and seemingly easy hurdle.

After some years of putting my name out there the issue for me went away. However, I was taken aback when I attended a dinner party organized by an Uzbek community. To my surprise, all 21 attendees at the table had adopted "English" names. A perfectly looking "Akbar" was known as "John", someone I could easily relate to as "Adil" was called "Chris". "Mathew" surprised me the most because he actually could not say his English name right.

It turns out these people could not get jobs using their own cherished names, even after acquiring Australian degrees they paid for with blood sweat and tears. It looked like the system was accepting of their names in cases where the exchange of funds was from:

Akbar to Steven (an Australian enrolling international students for a fee);

When the situation was reversed and the exchange looked like this:

Steven to Akbar (a recruiter offering a job to graduate with an international name);

Akbar's name becomes an unspoken problem and a permanent inhibitor for him gaining an employment. The issue was never raised with Akbar at the point of enrolling him into an expensive Australian course.

The Name Discrimination is Ripe

When we think about the barriers to employment, we often focus on education, experience, or skill gaps. But what if the biggest hurdle you're facing is your name? For many jobseekers, particularly those from culturally diverse backgrounds, this is a stark reality.

Name discrimination in hiring is not just an oversight; it’s a systemic issue that impacts career prospects, mental health, and diversity in workplaces. Recent studies highlight this troubling bias, underscoring the urgent need for change across industries.

The Reality of Name Discrimination

Research conducted by Monash University and King's College London reveals a glaring truth: candidates with Anglo-Celtic names are significantly more likely to receive a callback for job interviews than those with ethnic-sounding names, even when their qualifications are identical.

For instance, a recent two-year study involving 12,000 resumes sent to over 4,000 job ads found that applicants with Anglo-Celtic names received nearly double the callbacks compared to their peers from ethnic minority backgrounds. Shockingly, applicants for leadership roles faced even higher levels of discrimination, with callback rates dropping by 57.4% for those with non-Anglo names.

This bias is not just anecdotal. It reflects a systemic exclusion that often forces highly qualified individuals to resort to measures such as "Anglicizing" their names to even be considered for opportunities.

Stories Behind the Numbers

Take the story of Nimash Paranapalliyage, a real estate graduate from Victoria, Australia. After sending out close to 150 applications without success, Nimash decided to shorten his name on his resume. The impact? He instantly received more callbacks from employers.

While this strategy worked for Nimash, it highlights a disheartening truth about hiring practices. He recalls, “I feel like everyone should be given a shot and tested on their capability, not judged based on their name.”

Even more striking is the story of Ilham Musa, a master's degree holder in business law. Despite meeting all job criteria and relentlessly networking, she struggled to break into her field. Unlike Nimash, Ilham refused to change her name, stating, “My name is my identity, I wouldn’t, and I shouldn’t have to change it for any reason.”

These experiences illuminate the emotional and psychological toll that name discrimination imposes on jobseekers.

Why Name Bias is a Problem for Employers

Biases, whether conscious or unconscious, are not just harmful to individuals; they hurt businesses, too. By perpetuating these discriminatory practices, organizations miss out on diverse talent pools that could bring innovation and competitive advantage.

Research has repeatedly shown that diversity drives creativity, problem-solving, and better decision-making. Lisa Annese, CEO of Diversity Council Australia, points out that name discrimination goes beyond being a moral failure. She explains, “Organizations need diversity to become more innovative, to solve problems, and to be more creative.”

By limiting opportunities for individuals from non-Anglo backgrounds, businesses fail to harness the full potential of diverse perspectives.

What Can Be Done to Address the Issue?

It’s clear that name discrimination needs to be tackled at an organizational level. Here are a few practical steps businesses can take to create a more inclusive hiring process:

1. Anonymize Applications

Removing candidates’ names from resumes during initial screening can eliminate the bias tied to ethnic-sounding names. This forces recruiters to focus on qualifications, skills, and experience.

2. Standardize Recruitment Processes

Implementing structured interview frameworks and evaluation criteria ensures all candidates are assessed on the same benchmarks, reducing subjective biases.

3. Bias Awareness Training

Provide ongoing training for hiring managers and recruiters to address unconscious bias. Recognizing the problem is the first step toward solving it.

4. Cultural Competency in the Workplace

Create an environment where diversity is respected and celebrated. Recruiters and hiring managers should understand cultural differences, such as varying norms for eye contact or handshakes.

5. Leverage Technology

AI-driven tools can help eliminate bias by analyzing applications based entirely on qualifications and suitability rather than subjective human interpretation.

A Call for Change

It’s 2025. The fact that someone’s name can determine their job prospects is as unacceptable as it is outdated. It’s time for organizations to scrutinize their hiring practices and commit to fostering truly inclusive workplaces.

To jobseekers who are facing this challenge, you are more than your name, and your qualifications and experiences matter. And to hiring managers, this is an opportunity to rethink how you approach recruitment. Beyond the moral imperative, inclusivity is a clear win for innovation and business success.

What’s Your Take?

Have you experienced or witnessed name discrimination in hiring? How do you think organizations can better address this issue? Share your thoughts in the comments below.

Your thoughts on the matter?

Truly Yours,

Narghiza Ergashova

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Narghiza Ergashova is a highly skilled finance executive based in Australia with extensive experience across industries like property, mining, chemicals, and infrastructure. She is recognized for her expertise in managing complex portfolios, building strong stakeholder relationships, and driving exceptional business performance.

As a thought leader, Narghiza regularly shares valuable insights on leadership, innovation, and personal growth. Through her Medium articles, she covers key topics such as employee engagement, effective leadership strategies, and overcoming business challenges. Her work resonates with professionals looking for actionable advice and inspiration to succeed in both their careers and personal lives.

To learn more about Narghiza Ergashova, you can explore her work on the Blogger, STCK.com or visit her Medium.com profile. Discover her expert insights and strategies for leadership, business growth, and navigating challenges in today’s fast-paced industries.

In May 2025 Narghiza Ergashova released her debut autobiography called Curly Clix Convictions . The book delves into Narghiza's journey as a professional, entrepreneur, and wife and a mother. You can visit her biography by clicking the link below.