In the world of recruitment, names can sometimes be a barrier. Take the name of our co-founder, Guido, for example. He is originally not from Sweden, and you might think, by ‘judging’ from his name, that he is from Italy. He was born in the Netherlands, and his father liked the name, hence he decided to name him Guido. Almost daily, he meets people who do not know how to pronounce his name.
This raises an interesting thought: should Guido consider changing his name to something more familiar, like Sven, to increase his business opportunities in Sweden? Or should he proudly keep his given name, embracing his identity and heritage?
A Name is More Than Just a Label
When we say “a name is more than just a label,” we mean that a person’s name is a significant part of their identity, but it doesn’t capture their full character, abilities, or experiences.
Skills and Experience: A name doesn’t tell you about a person’s qualifications, work history, or professional achievements.
Character and Values: A name doesn’t reflect a person’s integrity, work ethic, or how they interact with others.
Potential: A name doesn’t indicate a person’s future potential or what they can contribute to a company or team.
If everyone is encouraged to look beyond the name to see the whole person, appreciating their unique qualities and what they bring to the table. This helps in creating a more inclusive and fair recruitment process.
Adapting to the Local Market vs. Embracing Identity
Changing a name might seem like a straightforward solution, but it’s a deeply personal decision with significant implications. Let's have a look at the pros and cons of changing a name:
Pros of Changing a Name:
Ease of Pronunciation: A more familiar name might be easier for others to pronounce, potentially reducing initial biases.
Cultural Adaptation: Adopting a local name can sometimes help in blending into a new culture or market.
Cons of Changing a Name:
Loss of Identity: Names carry personal and cultural significance. Changing a name might feel like losing a part of one’s identity.
Temporary Solution: Changing a name addresses the symptom (bias) rather than the root cause (unconscious bias and lack of inclusivity).
Authenticity: Keeping one’s original name can be a statement of pride and authenticity, reinforcing the importance of diversity.For example, many Chinese people adopt Western names to facilitate communication and integration in international and English-speaking contexts. This practice often stems from the difficulty non-native speakers have in pronouncing Chinese names12. However, these Western names are still a part of their identity and are chosen with care, reflecting another layer of their personal and cultural identity.
"We at Beyondo believe in seeing the person behind the name. Instead of changing names to fit in, we advocate for creating an inclusive environment where all names - and the people behind them - are respected and valued."
Breaking the Bias
To create a more inclusive workplace, we need to break the bias associated with unfamiliar names. This starts with small steps, like making an effort to learn and correctly pronounce names. It also involves broader initiatives, such as training on unconscious bias and promoting a culture of inclusion.
Facts and Figures
Research has shown that name-based bias is a real issue in the recruitment process. For example, a study by Stockholm University found that job applicants with foreign-sounding names receive significantly fewer responses compared to those with Swedish-sounding names. The difference in callback rates is almost 15 percentage points12. This highlights the importance of addressing name-based bias to ensure fair and inclusive hiring practices.
Conclusion
The thought of whether Guido should change his name to Sven is perhaps something he shares with many others. While names can sometimes be a barrier, they should never overshadow the true value of an individual.
"By seeing beyond names, we open doors to a more diverse and inclusive workplace".
The Beyondo team invests time and energy in focusing on what truly matters: the skills, experience, and potential of every individual. We see beyond names.