References, be they written or verbal, contain a wealth of information. The crucial question is, how relevant, balanced and accurate is the information? While the aim is to eliminate gender bias from the recruitment and selection process, conflict emerges when the human factor intervenes stimulating and cultivating gender bias.

The human factor intervenes as the measuring of candidates by referees is opinion-based, and done at random. In addition referee measuring of candidates is based on different levels of expectation, the referee’s values and organisational perspectives, all of which are foreign to the recruiter’s objective process.

No matter who provides them, references are subjective and often biased in the applicant’s favour. Plus referees don’t say anything untoward in writing. The other significant problem is that reference checking can specifically disadvantage women.

The human factor can also emerge through the use of particular types of language that sow seeds of doubt, or trigger bias. Irrelevant factors can come into play because of the referee’s mindset. Note the problems with these real life examples and how they highlight the mindset of the person providing the reference. This bias can trigger similar thoughts in the receiver’s mind. 

• 'prior to joining us three years ago she was just a mum’
• ‘she’s been with us for eight years, but we don’t offer paid maternity leave’
• ‘she’s stable, recently married and keen to learn’
•  ‘two overseas posts, and one senior interstate secondment, we’ll be sad to lose her, but I suppose she’s looking to settle’
•  ‘she’s very calm and deliberate when managing conflict, unlike a number of my other female staff, sometimes I think she’s really one of the blokes’
•  ‘her outputs are high and her reputation on the outside is excellent, but between you and I she can be icy when she doesn’t get her own way’
•  ‘she’s always willing to do overtime, it’s good as she has three children’
•  ‘yes, she’s always punctual, her crèche opens at 7.00 am’ 

Proceed to Issue 3 - Impact of the human factor
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