[2025 Gender Equality Index] Deep-Rooted Perceptions of Gender Discrimination in Hiring... Changes Begin with Blind Recruitment

The Starting Point of Gender Equality:
"Fair Recruitment"

Gender equality in the workplace begins with recruitment. This does not mean giving preference to a particular gender, but rather selecting talented individuals through fair and transparent procedures, regardless of gender. Gender-equal recruitment is the most fundamental starting point for enhancing fairness and diversity in human resources processes.

(Photo by Asia Economy DB)

According to the guidebook "Gender-Equal Jobs, Discrimination-Free Hiring Makes It Possible," jointly published by the Ministry of Gender Equality and Family and economic organizations, gender-equal recruitment means not using gender as a hiring criterion at any stage of the recruitment process without a reasonable cause. Gender-discriminatory hiring is a clear violation of the Equal Employment Opportunity Act and is an illegal act subject to criminal penalties.

Nevertheless, the perception that gender discrimination still exists at the recruitment stage remains deeply rooted. According to the report "Experiences of Gender Discrimination in Employment and Perceptions of the Gender Wage Gap," published by the Korea Institute for Labor Studies and Policy in March this year, 45.9% of 1,095 wage workers nationwide responded that gender discrimination in hiring is serious. In particular, when asked whether they had ever been asked questions unrelated to work, such as about family matters or personal issues, 41.3% of women and 25.1% of men answered "yes." Additionally, 24.4% of women said they had experienced disadvantages due to hiring conditions favoring a particular gender. The report stated, "This suggests that women are more likely to be asked about marriage, childbirth, or childcare," and analyzed, "This means that gender gaps in the workplace begin at the hiring stage."

It is encouraging that, during the process of this year's Gender Equality Index survey, companies' efforts to break away from gender-discriminatory practices have been translated into concrete systems. Notably, a variety of companies, including Kakao, which ranked first overall, as well as GS Retail and BC Card, have adopted "blind" recruitment methods. This means excluding names, photos, gender, and educational background, and focusing on job-based evaluations. Some companies have also expanded the participation of female employees as interviewers, or operated field trip programs for university students, who are potential future employees.

For gender equality to take root in organizational culture, balanced and transparent procedures must be guaranteed from the very threshold of employment. Recruitment is only the beginning, and the process itself reflects the company's philosophy. When this awareness expands beyond major conglomerates and financial institutions to small and medium-sized enterprises?the backbone of industry?a solid foundation to address the demographic cliff can be established.

Editor's NoteThe "Asia Economy Gender Equality Index," launched with the goal of assessing the utilization of female talent and gender equality efforts at major Korean companies and promoting work-life balance, marks its 10th anniversary this year. The Gender Equality Index has served as a catalyst for spreading a culture of inclusion and coexistence within companies. To mark the 10th anniversary, Asia Economy has refined the evaluation items and methods and advanced the analysis system to enhance the objectivity and reliability of the index. As the values of sustainability and diversity grow in importance, we hope the Gender Equality Index will continue to serve as a compass for companies.