Exploring How Pronoun Disclosure on Resumes Results in Differing Evaluations of Hireability
Presenter(s)
Samantha Dischinger
Abstract
It is impossible to deny that the use of pronouns exists in the English language, and it is almost as hard to deny the use of "they" as a singular or first-person pronoun. "They" as a singular pronoun has been traced back to 1375 in William and the Werewolf, a medieval romance, and the use of singular "they" may also date further back than that in verbal tradition (Baron, n.d.). Despite the fact that 'they' is used as a pronoun, there is still stigma and bias against those who do not conform to binary pronouns. While this could be studied in a multitude of applications, I have chosen to look at the effect that pronoun disclosure on resumes has on hireability evaluations.
The use of gender-neutral pronouns on resumes is a subject that is sorely lacking research. One major study that looks at the effects of they/them pronouns on resumes is a working paper by Eames (2024) that looks specifically at pronoun disclosure and hiring discrimination. Through this research it was discovered that 66% to 70% of discrimination is based on their nonbinary identity and pronouns (p. 37). Another study on pronoun use was conducted by Charette et al. (2024). The study analyzed how masculine/feminine/neutral stereotyped job listings would impact hireability evaluations. They did, discover a small interaction between interpersonal comfort scores and perceptions of hireability for she/her and they/them pronouns. Because of this interaction they predict that their study "could characterize a broader phenomenon where individuals who have more positive feelings towards both nonbinary individuals may also feel positively towards low status groups generally (i.e., women, trans individuals, etc.)" (Charette, 2024, p. 7). They also acknowledge and hypothesize that people who disclose neopronouns or multiple pronouns "would be perceived as less hireable than those using they/them pronouns due to unfamiliarity" (p. 8).
The hypotheses of this study predict a general bias against those who display pronouns and those use pronouns other than the traditional "he/him" and "she/her" on their resumes. This study used a Likert scale to measure hireability evaluations of respondents based on a sample resume. The sample resumes display a random treatment of pronouns (no pronouns listed, he/him, she/her, they/them, or zie/zir) with no other gendered information. Distributed through LinkedIn, other social media sites, and word of mouth, there are no limitations regarding age (other than respondents must be over 18), gender, race, or socioeconomic status, except that all participants will need technology to complete the survey. The survey currently has 289 responses. All data collection will be complete, and data will be analyzed using an ANOVA statistical test prior to Research and Creative Achievement Day.
College
College of Liberal Arts
Department
Communication Studies
Campus
Winona
First Advisor/Mentor
Tammy Swenson-Lepper
Location
Oak Rooms E/F, Kryzsko Commons, Winona State University,Winona, Minnesota
Start Date
4-24-2025 1:20 PM
End Date
4-24-2025 1:40 PM
Presentation Type
Oral Presentation
Format of Presentation or Performance
In-Person
Exploring How Pronoun Disclosure on Resumes Results in Differing Evaluations of Hireability
Oak Rooms E/F, Kryzsko Commons, Winona State University,Winona, Minnesota
It is impossible to deny that the use of pronouns exists in the English language, and it is almost as hard to deny the use of "they" as a singular or first-person pronoun. "They" as a singular pronoun has been traced back to 1375 in William and the Werewolf, a medieval romance, and the use of singular "they" may also date further back than that in verbal tradition (Baron, n.d.). Despite the fact that 'they' is used as a pronoun, there is still stigma and bias against those who do not conform to binary pronouns. While this could be studied in a multitude of applications, I have chosen to look at the effect that pronoun disclosure on resumes has on hireability evaluations.
The use of gender-neutral pronouns on resumes is a subject that is sorely lacking research. One major study that looks at the effects of they/them pronouns on resumes is a working paper by Eames (2024) that looks specifically at pronoun disclosure and hiring discrimination. Through this research it was discovered that 66% to 70% of discrimination is based on their nonbinary identity and pronouns (p. 37). Another study on pronoun use was conducted by Charette et al. (2024). The study analyzed how masculine/feminine/neutral stereotyped job listings would impact hireability evaluations. They did, discover a small interaction between interpersonal comfort scores and perceptions of hireability for she/her and they/them pronouns. Because of this interaction they predict that their study "could characterize a broader phenomenon where individuals who have more positive feelings towards both nonbinary individuals may also feel positively towards low status groups generally (i.e., women, trans individuals, etc.)" (Charette, 2024, p. 7). They also acknowledge and hypothesize that people who disclose neopronouns or multiple pronouns "would be perceived as less hireable than those using they/them pronouns due to unfamiliarity" (p. 8).
The hypotheses of this study predict a general bias against those who display pronouns and those use pronouns other than the traditional "he/him" and "she/her" on their resumes. This study used a Likert scale to measure hireability evaluations of respondents based on a sample resume. The sample resumes display a random treatment of pronouns (no pronouns listed, he/him, she/her, they/them, or zie/zir) with no other gendered information. Distributed through LinkedIn, other social media sites, and word of mouth, there are no limitations regarding age (other than respondents must be over 18), gender, race, or socioeconomic status, except that all participants will need technology to complete the survey. The survey currently has 289 responses. All data collection will be complete, and data will be analyzed using an ANOVA statistical test prior to Research and Creative Achievement Day.
