A survey on job selection processes revealed that in Argentina, 84% of people feel discriminated against when searching for work, whether due to their age, physical appearance, or gender. These responses placed the country one point below Ecuador (85%), two points below Panama and Peru (both at 86%), and four points below Chile (88%).

This data comes from a survey conducted between May and July this year as part of the “Unreal Searches” campaign, an initiative aimed at highlighting the biases present in job searches across Latin America.

The campaign was carried out through a partnership between Grow, Gender and Work—a social organization that seeks to create diverse and inclusive work environments—Bumeran, the leading job app in Latin America, the advertising agency Mercado McCann, and NINCH Communication Company, which was responsible for the digital strategy.

For the survey, five fictitious job advertisements were posted that blatantly showcased common biases in job searches, such as nationality, gender identity, and age. For instance, one ad read: “Lawyer without children – Law firm, in-person position – Specializing in family law, preferably without a family. Salary 30% lower than male peers. Previous experience and high tolerance for frustration valued. Limited opportunities for advancement.” Those who clicked the link to apply were redirected to the campaign site with the message, “This search is not real, but the inequalities are.”

The survey revealed that the biggest bias is age. In Argentina, 67% of respondents mentioned it as the primary reason for discrimination, with no gender differences. Peru showed the same percentage. In Chile, the result was one point lower (66%), in Ecuador, it rose to 75%, and in Panama, it was 72%.

One in four people identified physical appearance as a factor influencing the hiring process. This perception is more prevalent among cisgender women and people from the LGBTIQ+ community.

The study also focused on discrimination related to motherhood and gender. One in three cisgender women reported that having children negatively impacts their chances of being hired. Additionally, more than twice as many cisgender women compared to cisgender men stated that gender influences hiring decisions.

“Unconscious biases affect all processes within an organization. Today, we chose to focus on recruitment and selection because it is the gateway to the world of work and the first link to address in organizations that want to be diverse and inclusive,” said Georgina Sticco, director and co-founder of Grow, Gender, and Work.

Among the conclusions drawn by the team that launched this campaign, it was noted that when candidates of diverse genders, ages, backgrounds, experiences, and education are considered, organizations can access a broader pool of people, leading to more creative and dynamic teams. They also pointed out that inclusive processes strengthen a company’s reputation, reduce team turnover, and generate a greater sense of belonging. “In short, implementing inclusive selection processes is not just an ethical issue but also a strategy that drives long-term success,” they said.

Real Testimonials

The campaign not only aimed to raise awareness of the biases present in the job market but also invited those who visited the site to participate in a survey and share their testimonies. One testimony related to age discrimination reads: “I was called for an interview for a position where I met every requirement, but when they realized I was 56 years old, they said I didn’t meet the age range for the position.”

Discrimination based on physical appearance includes issues such as facial hair, earrings, certain hairstyles, clothing styles, and body size. “I am educated, responsible, and serious, but I have a ‘major flaw’ according to society: I am chubby. In job ads, they ask for ‘good presence,’ but they actually mean ‘thin.’ I’ve been in many interviews where I realized they were conducted just out of obligation. As soon as we started talking, I knew they were never going to call me back. Or they told me I didn’t fit the ‘profile,’ and they weren’t referring to the professional profile,” shared one interviewee. Another testimony reflects gender-based violence: “I went to an interview, and they asked about my last menstrual period, if I planned to have more children (because they clearly didn’t want that), and if I was willing to take a blood test to confirm I wasn’t pregnant before signing the contract.”

What Are Biases?

Biases refer to a way of making decisions automatically, leading us to make errors. They are based on socially constructed beliefs, previous experiences, and blind spots that influence our decisions and perceptions unconsciously. In the job market, when biases are not identified, they reduce the opportunities for professional development and the well-being of certain groups, as decisions are made based on information we believe to be true, but it is not.

Carolina Molinaro, Head of Marketing at Jobint, explained that their portals currently have more than 126,000 job listings. “We believe it is crucial to highlight the biases present in job search processes so that workers on our job sites don’t have to experience these situations. Biases prevent people from accessing the jobs they deserve and organizations from finding the talent they seek to add to their teams. Raising awareness of these biases is the first step toward truly diverse and inclusive teams and the future of work.”

From Mercado McCann, they commented: “We are proud to help raise awareness of the existence of biases in the job market as part of our commitment to diversity and inclusion. We set out to reveal the ‘invisible’ requirements that sometimes don’t appear in job ads but that everyone knows exist, and we decided to make them visible in a frank and literal way to raise awareness on this issue in a striking, even uncomfortable, way for those who encounter them.”