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Using data on hiring for full-time professional jobs in India from Shortlist, a hiring firm that is a leader in using bias-mitigating tools, this paper considers the validity of the global literature on gender discrimination in the Indian context, as written by Rachel Levenson & Layla O’Kane.


The findings include:
  • Strong occupational and industrial segregation by gender
  • Gender differences by recruitment channel with a lower percentage of female applicants directly from the Shortlist platform compared to men
  • Fewer years of experience among female applicants but higher likelihood of these applicants applying to jobs for which they meet all the minimum selection criteria as compared to male applicants
  • Fewer women applying to jobs that include travel or work in rural areas
  • Increased likelihood among women to choose to drop out of the pipeline before the application is complete in part due to the need to relocate
  • No signs of gender bias in the evaluative stages of the hiring process; once women complete their application, they do as well as men in the process