Can something as simple as including pronouns on a CV influence someone’s chances of getting a job?

Research by Yasin Koc and Jojanneke van der Toorn explores how disclosing a nonbinary identity through pronouns on a CV can influence how job candidates are evaluated. Their findings suggest that even when candidates have identical qualifications, the inclusion of nonbinary pronouns can affect how recruiters perceive their suitability and likeability. Importantly, evaluators who expressed greater prejudice towards nonbinary people rated candidates using nonbinary pronouns more negatively.

Why does this matter?

These findings highlight a potential barrier to fair and inclusive recruitment. Hiring decisions are not always based solely on qualifications and experience. Subjective judgments about whether someone is likeable, suitable or a good cultural fit can be influenced by unconscious assumptions and personal biases.

For nonbinary candidates, this can mean facing disadvantages that have little to do with their skills, experience or ability to perform the role. Something as personal as choosing to share their pronouns could influence how potential employers perceive their application.

What can employers do?

Organizations have an important role to play in creating fairer recruitment processes and reducing the influence of gender-related assumptions. Practical steps include:

• Challenge bias: Provide recruitment training that helps hiring managers recognise assumptions about gender and understand how these can influence candidate evaluations.
• Focus on objective criteria: Use consistent assessment frameworks that prioritise skills, experience and role-related competencies over subjective impressions.
• Create inclusive environments: Introduce clear and supportive pronoun policies that respect gender diversity and help employees feel safer expressing their identities.
• Promote accountability: Regularly review recruitment practices to identify potential barriers and ensure all candidates receive fair consideration.

Moving towards fairer hiring

Inclusive recruitment is about ensuring that everyone has an equal opportunity to demonstrate their potential. Candidates should be evaluated on their abilities and qualifications, not on whether their gender identity or self-expression aligns with someone else’s expectations.

Creating workplaces where everyone can be themselves starts long before someone’s first day at work. It begins with a fair and inclusive hiring process.

Read the full research article: The Effect of Nonbinary Pronouns on Job Candidate Evaluations

The Rainbow Brief brings research and insights on LGBTQ+ inclusion to life, helping organizations turn evidence into meaningful workplace action.