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Equity and Efficiency in Anti-Discrimination Policy: Evidence from an Anonymous Hiring Pilot

Author

Listed:
  • Ohto Kanninen
  • Sanni Kiviholma
  • Tuomo Virkola

Abstract

Anonymous hiring restricts the information available to hiring managers, potentially creating a trade-off between equity and hiring efficiency. We leverage a pilot program by the City of Helsinki in which hiring for some, but not all, job titles was subject to anonymization. We find that applicants with immigrant background were more likely to be hired without detrimental effects on job turnover or wages. Announcing anonymization increased job applications, but not by groups that ex-post had the most to gain. Our results suggest anonymization can be an effective anti-discrimination policy at least when it's mandated and not voluntary for hiring managers.

Suggested Citation

  • Ohto Kanninen & Sanni Kiviholma & Tuomo Virkola, 2026. "Equity and Efficiency in Anti-Discrimination Policy: Evidence from an Anonymous Hiring Pilot," RFBerlin Discussion Paper Series 26285, ROCKWOOL Foundation Berlin (RFBerlin).
    • Handle: RePEc:crm:wpaper:26285
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    Keywords

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    JEL classification:

    • J15 - Labor and Demographic Economics - - Demographic Economics - - - Economics of Minorities, Races, Indigenous Peoples, and Immigrants; Non-labor Discrimination
    • J24 - Labor and Demographic Economics - - Demand and Supply of Labor - - - Human Capital; Skills; Occupational Choice; Labor Productivity
    • J68 - Labor and Demographic Economics - - Mobility, Unemployment, Vacancies, and Immigrant Workers - - - Public Policy
    • J71 - Labor and Demographic Economics - - Labor Discrimination - - - Hiring and Firing
    • M51 - Business Administration and Business Economics; Marketing; Accounting; Personnel Economics - - Personnel Economics - - - Firm Employment Decisions; Promotions

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