Discrimination in Hiring: 36% of UK Gen Z Employees Report Bias, Revealing Gaps in Recruitment Practices

Applied Survey Uncovers Widespread Bias Against Younger Workers, Highlighting the Need for Reform in Recruitment Processes

A recent survey by Applied, an ethical hiring platform, has brought to light a concerning trend: 36% of Gen Z employees in the UK feel they have faced discrimination during the hiring process. This figure starkly contrasts with only 12% of older workers who reported similar issues, underlining a troubling disparity in recruitment experiences across age groups.

The survey, which questioned over 2,000 UK workers, identified several key factors contributing to discrimination among 16- to 24-year-olds. These included age (21%), ethnicity (19%), gender (15%), weight (15%), and hair color (15%). For individuals aged 25-34, accent bias became a significant issue, with 21% of respondents citing it as a primary concern, alongside class bias at 14%.

Further research by Business Insider reveals that more than a third of hiring managers recognize biases against Gen Z candidates. Khyati Sundaram, CEO of Applied, expressed disappointment at these findings, though not surprised, as traditional hiring methods often perpetuate biases related to age, gender, race, and other factors. Sundaram highlighted that such biases not only harm workers but also reflect poorly on the hiring practices of many organizations.

Jon Gregson, a partner at Weightmans LLP, noted that under the Equality Act 2010, job applicants are protected from discrimination, which opens the door for allegations during the hiring process. He pointed out that Gen Z faces stereotypes like being easily offended or difficult to please, which can negatively influence recruitment decisions. Gregson emphasized the unique contributions Gen Z can offer, particularly in technology and social media, and urged for a more inclusive approach.

To address these biases, Sundaram recommended several measures, including anonymizing applications, implementing skills-based assessments, and using unbiased AI models. Gregson also suggested improvements in recruitment processes, such as maintaining objectivity and transparency in job descriptions and interview questions. He stressed the importance of providing clear, skills-based feedback to all candidates and documenting the reasons behind recruitment decisions.

As businesses in the UK, particularly in London and the South East, continue to struggle with finding qualified workers—63% of companies report difficulties—the need for fairer, more transparent hiring practices becomes increasingly critical. Addressing these issues not only promotes equality but also enhances the overall effectiveness of recruitment strategies.

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