Changing My Name on my Resume Increased Job Interviews: An International Student’s Journey in the Canada
How Systemic Name Bias Impacts Diverse Job Seekers and What You Can Do About It
Bias against non-North American names in the hiring process is a significant issue in Canada. Studies have shown that applicants with non-Anglophone names are 28% less likely to receive a callback for a job interview compared to those with traditionally Anglophone names. This disparity highlights a systemic bias that can hinder the career prospects of qualified candidates from diverse backgrounds, contributing to a less inclusive workforce.
For instance, a 2020 study by researchers at the University of Toronto found that applicants with Chinese, Indian, or Pakistani names had to send out 80% more resumes to get a positive response compared to those with Anglo-Canadian names.
This form of discrimination not only limits opportunities for individuals but also deprives organizations of a diverse pool of talent, ultimately impacting innovation and growth. Addressing this bias is crucial for fostering a fair and equitable hiring process that reflects Canada’s commitment to diversity and inclusion.
These stats also reveal why diverse job seekers can’t afford to “quiet quit”—a privilege not shared by everyone. The systemic bias against non-North American names significantly affects career prospects, making it harder for qualified candidates to even get their foot in the door. Addressing this issue is crucial for a more inclusive and equitable job market. For more on why this is an urgent matter, see our discussion on quiet quitting.
While this situation is more than disheartening, there are steps diverse job seekers can take throughout the job search process to protect themselves, despite the inherent unfairness. First, it is essential for candidates to research and apply to organizations known for their commitment to diversity and inclusion, as these employers are more likely to value diverse backgrounds and experiences. Networking within professional associations and communities that support diverse candidates can also open doors to opportunities and provide valuable advice and support.
Additionally, job seekers should consider tailoring their resumes to highlight transferable skills and achievements that align with job descriptions, helping to counteract potential biases. Leveraging online platforms like LinkedIn to build a strong professional presence and connect with industry professionals can further enhance visibility and credibility.
By understanding these challenges and proactively seeking solutions, individuals can better navigate the job market and advocate for a more inclusive hiring landscape. Empowering themselves with knowledge and resources enables diverse candidates to not only overcome obstacles but also to contribute to a broader movement towards equity and fairness in the workforce.
The Challenges of Job Searching in Canada: Adebayo’s Story of Talent, Frustration, and Hidden Bias
Adebayo is a Senior Project Manager, having completed all the formal training required from the Project Management Institute. He holds a Master’s Degree in Business and over 10 years of experience in his field. He moved to Canada from Nigeria a year ago to finish his studies in business and excelled, earning straight As and garnering respect from his peers and professors alike.
When Adebayo speaks, people stop and listen. He embodies a rare combination of confidence and approachability, making him a natural leader and an engaging communicator.
Adebayo is a tall and fit Black man, whose presence is both commanding and inviting. He typically wears dark blue jeans and collared shirts, paired with loafer-style shoes that look expensive. His style is effortlessly stylish and polished, often accented with a colorful scarf that adds a touch of flair to his outfits.
Shortly before finishing his Master’s Degree, Adebayo began his job search, targeting Senior Project Manager roles that required 10 years of experience—exactly what he had. Despite his impressive qualifications and extensive experience, his job search has been frustratingly unproductive.
“Not a single interview,” Adebayo vents to his wife. “I meet every requirement. I’m not sure what else I can do to get an interview. I’ve even had my resume reviewed by a professional. I can’t figure out what’s wrong here.”
In his frustration, Adebayo has even applied for roles that require less experience, hoping to at least get his foot in the door. Still, nothing. His exasperation grows as he grapples with the realization that his qualifications and professional demeanor seem to be overlooked.
“I’ve done everything right,” he continues. “I’ve networked, polished my resume, and tailored my applications to each job. But it feels like there’s an invisible barrier that I can’t break through.”
Adebayo's situation highlights the frustrating reality many highly qualified immigrants face. Despite his top-tier education, extensive experience, and impeccable professional image, he struggles to secure even an interview. It raises troubling questions about the biases and barriers that exist within the hiring process, preventing talented individuals like Adebayo from contributing to their fullest potential.
Adebayo's situation highlights the frustrating reality many highly qualified immigrants, newcomers, diverse, and traditionally marginalized groups face.
Despite his top-tier education, extensive experience, and impeccable professional image, he struggles to secure even an interview.
This underscores the biases and barriers within the hiring process that prevent talented individuals from reaching their full potential.
It’s crucial for these job seekers to explore alternative supports like HireDiverse and diversity-focused job boards, that offer tailored resources and opportunities to help navigate these unique challenges and overcome systemic barriers in their job search.
Overcoming Bias: How a Name Change on a Resume Helped an Immigrant Land His Dream Job in Canada
Adebayo decides to try one last tactic. He hires a Career Coach, hoping to gain some insight and perhaps a fresh perspective on his job search struggles.
“I’m not sure how I feel about it, but it worked,” he confides to his Coach during one of their sessions. “After months of fruitless job searching, I’m finally landing interviews.”
On the one hand, Adebayo feels grateful to be this much closer to securing his dream job in Canada. On the other hand, he is deeply saddened by the realization that he wasn’t given a fair shot initially. The Coach had suggested Adebayo consider the possibility that he was being screened out of the process unfairly—specifically because of his Nigerian name.
The Coach's suggestion was both simple and shocking: Adebayo should try using a North American nickname instead of his given name. Adebayo reluctantly agreed, and thus, he became Adam on his resume and job applications.
“I was shocked to see that reapplying under a different name brought such different results,” Adebayo shares with his Coach. “As soon as I started applying as ‘Adam,’ the interview requests started coming in.”
While this tactic produced immediate results, it left Adebayo with mixed feelings. “I’m glad it worked, but it’s disheartening to think that my name could have been the barrier all along,” he reflects. “As soon as I’m hired, I’ll be telling my employer to call me Adebayo. I won’t let my identity be erased just to fit in.”
Two weeks later, his persistence paid off. Adebayo received a job offer for a Senior Project Manager role at one of the region’s top employers. The offer marked the culmination of his efforts and the beginning of a new chapter in his career.
When he started his new job, Adebayo was clear with his new employer. “Thank you for the opportunity,” he said during his first meeting with his manager. “I’d like to be called Adebayo. It’s important to me to use my real name.”
His manager responded positively, respecting his request and assuring him that the company valued diversity and inclusion. This respectful acknowledgment of his identity made Adebayo feel more at ease, confident that he could bring his authentic self to work.
Adebayo’s journey is a testament to the resilience and adaptability many immigrants must show to succeed in a new country. Despite the systemic biases he faced, Adebayo’s story ends on a hopeful note, emphasizing the importance of perseverance, self-advocacy, and staying true to oneself. His experience also serves as a reminder of the work that still needs to be done to ensure equitable hiring processes in Canada.
One effective way for diverse job seekers to combat bias is by actively managing their personal brand. This involves curating a professional online presence that highlights their skills, achievements, and unique value.
Platforms like LinkedIn offer an excellent opportunity to showcase your expertise, connect with industry leaders, and build a network that can open doors to new opportunities. By creating an All-Star LinkedIn profile, you can control how you’re perceived and make a strong case for your qualifications, helping to counteract biases that might otherwise affect your job search.
Navigating Bias: The Impact of Name Changes on Job Searches for Immigrants in Canada
‘My name is an important part of my identity,’ Adebayo said.
‘If people only focused on understanding its meaning and significance, rather than its pronunciation, it would make a big difference.’
“My name means 'happy.' And I am.”
Unfortunately, many candidates with non-North American-sounding names may face challenges like this in their job search. The decision to change your name on your resume is a difficult one, and coming to terms with the bias you are facing might be even harder. In this video, I explore important considerations for job seekers who feel they might be facing challenges similar to those encountered by Adebayo.
There There Is Nothing Wrong With Your Name; The Problem Lies With Bias In The Hiring Process.
There is nothing wrong with your name.There is, however, much wrong when it comes to bias in the hiring process.
A name should not determine your chances of getting a job interview, but rather your qualifications and experiences should. Yet, many talented individuals face hurdles simply because their names do not fit a preconceived notion of what is familiar or acceptable.
Changing your name on a resume to a more North American-sounding name might yield different results, as Adebayo discovered. He reluctantly transformed from Adebayo to Adam, a change that brought a dramatic increase in interview invitations. This experience underscores the pervasive issue of name-based bias in hiring, a problem that requires systemic change.
Adebayo’s success after changing his name demonstrates the resilience many immigrants must show to succeed in a new country. However, it also highlights the unfortunate reality that such measures are sometimes necessary to overcome unjust barriers.
Conclusion: Embracing Diversity and Challenging Bias in the Hiring Process
There is hope and direction for immigrants struggling with unfair bias in the job market. It is important to remember that the system, not your name, is flawed. Your name is a beautiful part of your heritage and identity, and it carries a rich history and significance. International names add diversity and richness to our cultural tapestry, and they should be celebrated, not marginalized.
By raising awareness of this issue and advocating for fair hiring practices, we can work towards a more inclusive and equitable job market. For job seekers facing similar challenges, it’s essential to stay resilient and proud of your identity. Your unique background and skills are invaluable assets that any forward-thinking employer should cherish and respect.
While we all face financial pressures that influence our career decisions, it's essential to seek out employers who align with your values, even if they aren’t your first Canadian job. Every position you take helps you grow, learn, and increase your value. By striving for workplaces that respect and reflect your principles, you contribute to a broader push for systemic change, making it better for newcomers and ensuring a more equitable environment.
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