Woman asked to disclose height, weight, a full-length photo, and bank statements during hiring process: ‘Can’t even process this’

A recent incident where a company’s human resources department asked an Indian woman to provide her height, weight, a full-length photograph, and bank statements as part of the hiring process has sparked outrage.

The professional, identified by her first name, Vaishnavi, had applied for a position at a luxury hospitality chain. She recounted her experience to the Hindustan Times and disclosed that an HR executive had reached out to her regarding the opportunity. However she was surprised when she was given a form to fill out during the recruitment process.

Sharing her ordeal on X, Vaishnavi wrote, “I can’t even process this. An email from HR in a BIG company, after they sought me out and had a call with me. Unbelievable. We ARE in 2024, right?” 

I can’t even process this. An email from the HR in a BIG company, after they sought me out and had a call with me. Unbelievable. We ARE in 2024, right?

PS. They are recruiting for a corporate marketing role that is not customer facing pic.twitter.com/1Gx7VtYueJ

— Valia🍉 (@livetime_fe) June 13, 2024

This invasion of privacy serves as a glaring example of why respectful and ethical hiring practices are so crucial. Such inappropriate demands can promote bias, objectification, and discrimination while undermining professionalism and equal opportunities.

Key principles of a respectful and ethical hiring process

Gurleen Baruah, organizational psychologist and HR consultant at That Culture Thing, says, “ A respectful and ethical hiring process focuses on assessing whether a candidate is suitable for the role based on their competencies, interests, and aptitude. This involves evaluating candidates strictly based on their skills, experience, and qualifications relevant to the position.”

Non-discriminatory practices are essential, she adds, avoiding irrelevant questions about marital status, plans for children, physical appearance (unless job-specific like customer-facing roles in hospitality or aviation), or previous salary. “Privacy and respect are crucial, ensuring that candidates’ personal information is only inquired about when necessary for the job,” Baruah notes.

Impact of intrusive and discriminatory hiring practices on a company’s reputation and employee morale

Intrusive and discriminatory hiring practices, such as asking for personal information like height and weight, can significantly damage a company’s reputation and employee morale. Here’s how:

Negative candidate perception: If the interview process includes outdated or intrusive questions, candidates may feel uncomfortable and lose interest in the job. This can lead to negative reviews on platforms like Glassdoor, LinkedIn, and other social media, damaging the company’s brand image.

Bad reputation: Intrusive hiring practices contribute to a negative reputation for the company. Word-of-mouth and online reviews can spread quickly, discouraging high-performing and talented individuals from applying. 

Increased attrition rates: If a company’s hiring practices are perceived as unfair or biased, it can lead to higher attrition rates. Employees who experience or witness such practices may feel that the workplace is discriminatory or unjust, prompting them to leave for more inclusive and respectful environments.

Reduced employee engagement: Employees who feel that their workplace is biased or discriminatory are less likely to be engaged. Lack of engagement can lead to lower productivity, higher absenteeism, and poor overall performance.

If a company’s hiring practices are perceived as unfair or biased, it can lead to higher attrition rates. (Source: Freepik)

Impaired diversity and inclusion efforts: Intrusive and discriminatory hiring practices undermine diversity and inclusion efforts.

Long-term cultural damage: Persistent discriminatory practices can cause long-term damage to the company’s culture. Microaggressions and biases become normalised, leading to a workplace where employees do not feel valued or respected.

Best practices for creating a fair and inclusive hiring process

Inclusive application forms: When candidates fill out application forms, ensure that they are inclusive by allowing individuals to select their preferred titles or leave them blank. Avoid outdated gender-specific titles such as Mr. or Ms., and provide options for non-binary and gender-diverse individuals.

Focus on relevant qualifications: Do not ask candidates about personal details such as appearance, weight, height, marital status, or family planning unless it is absolutely necessary for the job.

Structured interviews: Use structured interviews with standardised questions that are directly related to the job. This minimises bias and ensures that all candidates are evaluated on the same criteria.

Provide positive interview experiences: Ensure that all candidates, even those who are not selected, have a positive interview experience. Send thank you notes to candidates for their time and effort, and provide constructive feedback if possible. 

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