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Business: Recruitment No names, no bias?
商業(yè)：招聘，匿名求職，就能規(guī)避偏見？
Anonymising job applications to eliminate discrimination is not easy.
通過匿名求職來消除歧視，并非易事。
“If you've got the grades, the skills and the determination, this government will ensure you can succeed,” trumpeted David Cameron, the British prime minister, on October 26th, as he unveiled plans to tackle discrimination in the workplace.
10月26日，英國首相大衛(wèi)·卡梅倫在他發(fā)布應(yīng)對(duì)職場計(jì)劃歧視時(shí)自豪地聲稱：“如果你成績優(yōu)異，擁有技能和決心，那么就可以在英國收獲成功。”
Ten big employers in the public and private sectors—including the civil service, HSBC and Deloitte—have agreed to start recruiting on a “name-blind” basis in Britain; others may also follow suit.
來自公共行業(yè)和私營行業(yè)，包括國家行政部門，匯豐銀行和德勤會(huì)計(jì)事務(wù)所在內(nèi)的十個(gè)大雇主已經(jīng)同意在英國開展以匿名方式招聘人才；其他公司或許也會(huì)效仿。
In such schemes, those drawing up shortlists of applicants cannot see their names, with the aim of reducing racial and sexual bias.
在這些方案中，為了減少對(duì)應(yīng)聘者的種族和性別歧視，求職者的名字是不會(huì)出現(xiàn)在擬定的候選人名單上的。
But do they work?
但真的有用嗎？
Several countries have experimented with name-blind applications.
其實(shí)，已經(jīng)有一些國家試行過匿名申請(qǐng)工作的方案了。
In 2010 Germany's Anti-Discrimination Agency, an advisory body, sponsored a voluntary scheme to get businesses to try it.
早在2010年，德國的一家咨詢機(jī)構(gòu)—反歧視機(jī)構(gòu)，發(fā)起了一項(xiàng)自愿計(jì)劃，讓企業(yè)們有機(jī)會(huì)去嘗試。
In France a law passed in 2006 made the anonymising of applicants' CVs compulsory for firms of over 50 employees.
2006年，法國通過了一項(xiàng)法案，強(qiáng)制公司接受超過50份的匿名簡歷。
But the government was slow in laying down the conditions for how the law would operate, and only started enforcing it last year.
但是，在制定條件如何實(shí)施方面，法國政府放慢了腳步，到去年才強(qiáng)制執(zhí)行此法規(guī)。
In Sweden and the Netherlands there have been some trials.
瑞典和荷蘭也進(jìn)行過一些嘗試。
Discrimination against job applicants based on their names is well documented, particularly among ethnic minorities.
求職者，特別是少數(shù)民族人因?yàn)槊侄艿狡缫暤默F(xiàn)象有記載可依。
An experiment in Germany found that candidates with German-sounding names were 14% more likely to be called for an interview than candidates with Turkish ones.
在德國，人們做過一個(gè)實(shí)驗(yàn)發(fā)現(xiàn)，擁有類似德國人名字的候選人比擁有土耳其類似名字的候選人得到面試的機(jī)率高出14%。
A review of various studies, by the Institute for the Study of Labour (IZA) , a German outfit, found that anonymised job applications boost the chances of ethnic-minority candidates being invited to an interview.
德國的一家團(tuán)隊(duì)—?jiǎng)趧?wù)研究所（IZA）的多項(xiàng)研究表明，匿名求職可以增加少數(shù)名族候選人得到面試的機(jī)率。
A Swedish study found that it led to more ethnic-minority people being hired.
瑞典的研究也發(fā)現(xiàn)，匿名求職的確能提高少數(shù)民族人的就業(yè)。
However, the results from other trials are less clear.
然而，其他實(shí)驗(yàn)的結(jié)果并沒有那么清晰。
A second Swedish experiment found that only women, not immigrants, were boosted by anonymous recruitment.
瑞典的第二項(xiàng)實(shí)驗(yàn)發(fā)現(xiàn)，實(shí)行匿名招聘僅對(duì)女士有利，而非移民。
According to the IZA, experiments in the Netherlands showed no increase in the likelihood of ethnic-minority candidates being offered a job if their CVs were seen anonymously, suggesting that discrimination had crept in at the interview stage.
根據(jù)IZA 在荷蘭的實(shí)驗(yàn)，來自少數(shù)民族的候選人并沒有因?yàn)槟涿啔v而更易得到工作，這說明歧視已經(jīng)悄悄蔓延到了面試階段。
Ensuring that a candidate is completely anonymous is also tricky.
要確保候選人完全匿名也是很難做到的。
A 2012 French study found that foreign-born candidates and those from poor districts were less likely to be called for interview when applications were anonymised.
2012年，法國的一項(xiàng)研究發(fā)現(xiàn)，即使匿名申請(qǐng)工作，國外出生的和來自貧困地區(qū)的候選人不太可能得到面試的機(jī)會(huì)。
Its authors suggested that recruiters may have used other indicators, such as knowledge of Arabic, to identify race.
這項(xiàng)研究的作者認(rèn)為，招聘人員或許利用了其他暗示標(biāo)記，如是否會(huì)阿拉伯語來判斷申請(qǐng)人的種族。
In places fraught with religious tension, such as Northern Ireland, the name of a school can reveal a candidate's faith, while a few years missing on a CV may suggest maternity leave, and thus that the candidate is female.
在充滿宗教矛盾的地區(qū)，如北愛爾蘭，候選人的學(xué)校名稱就能透露出其信仰，簡歷上幾年的空白時(shí)間可能是因?yàn)樾莓a(chǎn)假的緣故，這就可以斷定候選人是位女士。
Going name-blind when shortlisting candidates may be a sensible start, but it is likely to be just a small step towards ending hiring bias.
將入圍候選人的名字隱藏起來，這或許是一個(gè)明智的開端，但它可能只是在終結(jié)雇傭偏見道路上邁出的一小步而已。
譯文屬Karen123456
