Applicants hold signs with names Mohamed and Adam
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The 2 CVs despatched out detailed the identical stage of and expertise

A job seeker with an English-sounding identify was provided thrice the variety of interviews than an applicant with a Muslim identify, a BBC check discovered.

Inside Out London despatched CVs from two candidates, “Adam” and “Mohamed”, who had an identical expertise and expertise, in response to 100 job alternatives.

Adam was provided 12 interviews, whereas Mohamed was provided 4.

Though the outcomes had been based mostly on a small pattern measurement, they tally with the findings of earlier educational research.

These have discovered British Muslims are much less proportionately represented in managerial occupations than another non secular group.

The pretend candidates utilized for 100 jobs as enterprise managers within the aggressive discipline of promoting gross sales in London.

After two and a half months, Adam was provided thrice extra interviews than Mohamed.

The 2 CVs had been additionally uploaded to 4 job websites. Adam was contacted by 4 recruiters, however Mohamed solely two.

Media captionDoes having a Muslim identify make it more durable to get a job?

Prof Tariq Modood from the College of Bristol analysed the BBC’s findings.

He mentioned: “What we have recognized very clearly is that the Muslim-sounding particular person’s CV is simply more likely to get an interview in a single out of three instances.

“I assumed the response fee can be lower than 50 per cent [for the Muslim-sounding name] so it is worse than I assumed, particularly in a metropolis like London.

“It is so numerous, individuals coming out and in of town, from totally different components of the world, in search of work, a metropolis very hungry for expertise. Sure, it is worse than I assumed.”


‘I used the identify John Smith’

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Yogesh Khrishna Davé suspects he was missed for jobs due to his identify

Yogesh Khrishna Davé, 56, is the director for high quality at a pharmaceutical firm in Slough. It has taken him a long time to succeed in this senior position.

Through the journey up the ladder he suspected he was being persistently missed for jobs due to his identify. So he secretly carried out his personal experiment.

“I entered the job market within the 80s. I put my CV in and it was disappointing. I obtained rejection letters.

“Somebody recommended: ‘Why do not you place a really English identify in your CV [as well as sending one in your own name]… and see who they could provide the job to?’ So I had my identify, Yogesh, and John Smith. John Smith obtained the interview. I obtained rejected for the interview.”


Muslim males are 76% much less more likely to be employed than their white Christian counterparts, in keeping with analysis by the Analysis Centre for the Examine of Ethnicity and Citizenship on the College of Bristol.

The final census in 2011 confirmed Muslims make up simply over 1 million of the capital’s eight.2 million inhabitants. However greater than half of Muslim households are in poverty, greater than another social group, in keeping with the Muslim Council of Britain.

Prof Modood recalled how he was requested to make use of a special identify at work when he was youthful.

“I had a pupil job the place the employer checked out my identify and mentioned ‘Oh, that will not do, introduce your self as Terry Miles’ or one thing like that. I used to be very sad to take action.

“I would not willingly change my identify, and I’ve given my daughters Pakistani or Muslim names, even after I thought: ‘May this damage their possibilities after they search for work?'”

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Unemployed chartered surveyor Khalil Ur Rahman believes his expertise usually are not the issue

Earlier research have proven an employment bias.

A discipline experiment for the Division for Work and Pensions in 2009 discovered ethnic minority candidates had been discriminated towards in favour of white candidates in 29% of instances.

In 2015, a report by the charity Demos discovered British Muslims had been much less proportionately represented in managerial occupations than another non secular group.

Khalil Ur Rahman, an unemployed chartered surveyor, mentioned: “I am in between jobs in the mean time. It is fairly clear that it is not my or ability set that’s the difficulty. It’s my faith.

“I’ve seen many people who find themselves much less expert than me however have risen up into extra senior administration positions, a lot sooner and far faster as a result of their face suits.”

He has taken authorized motion over what he sees as discrimination.


  • It’s towards the Equality Act 2010 to discriminate towards anybody at work due to faith, perception or an absence of faith or perception

What is name-blind recruitment?


Barrister Nabila Mallick represents Muslims taking this sort of motion towards employers.

She mentioned: “There is a notion of Muslim staff being thought-about disloyal, thought-about to be political, their appearances generally are learn as them being fundamentalist.

“And it is resulting in a major variety of Muslim staff being discriminated towards.”

She believes prejudice towards Muslims within the job market has escalated dramatically prior to now 15 years and is liable to fluctuation relying on world occasions.

President Donald Trump’s executive order barring migrants and refugees from a number of Muslim international locations is the most recent instance, she mentioned.

Miss Mallick mentioned: “I’ve little question there might be managers who will really feel inspired to discriminate within the recruitment of Muslims and to both proceed with a coverage or implement insurance policies that discriminate towards staff’ proper to hope within the office.”

In 2015, then prime minister David Cameron announced that Ucas, the UK’s college admissions service, would use “name-blind” purposes from 2017, which means candidates’ names can be eliminated.

He mentioned the identical would apply for graduate, apprentice-level and another purposes for organisations together with the civil service, BBC, NHS, native authorities, KPMG and HSBC.

Whereas in November 2015 the civil service launched name-blind purposes for all roles under senior civil service stage, Ucas has not but launched them. However some trials will happen as a part of this 12 months’s enrolment.

Jonny Gifford from the Chartered Institute of Personnel and Growth mentioned name-blind recruitment was a “actually apparent factor for all employers to be doing the place attainable”.

He added: “It is clear it makes a distinction to the numbers of individuals from minority teams, specifically for ethnic minorities, who get an opportunity of getting an interview.

“It is also a very easy factor to implement. There is no actual cause to not be doing this.”

Watch the complete report on Inside Out London on BBC One in London at 19:30 on Monday or by way of the BBC iPlayer for seven days after the preliminary broadcast.