The document discusses the potential for a discrimination-free application process enabled by ontologies such as ESCO, predicting its legal adoption in Europe and Canada within 3-5 years. It emphasizes that while a completely unbiased hiring process is unachievable due to human subjectivity, technology and standard ontologies can facilitate objective matching based on qualifications. The gradual anonymity in applications aims to reduce discrimination and improve job advancement opportunities for marginalized groups.

1. ESCO Showcase
Using global ontologies
for a discrimination-free
application process
Stefan Winzenried
CEO and Founder

2. The potential and impact of ontologies.
One of many benefits.

In addition to other benefits of such ontologies/classifications like
ESCO, a discrimination-free application process is one of the
most promising currently being discussed.
JANZZ All the Skills of the world | ESCO Show Case 2013/10/24
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3. The potential and impact of ontologies.
One of many benefits.

In addition to other benefits of such ontologies/classifications like
ESCO, a discrimination-free application process is one of the
most promising currently being discussed.

We predict that this topic will become law in Europe, in Canada
and other countries within the next 3-5 years and be beneficial to
everybody and to society as a whole.
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4. The potential and impact of ontologies.
One of many benefits.

In addition to other benefits of such ontologies/classifications like
ESCO, a discrimination-free application process is one of the
most promising currently being discussed.

We predict that this topic will become law in Europe, in Canada
and other countries within the next 3-5 years and be beneficial to
everybody and to society as a whole.

Example: Personnel policy allows discrimination to cost the
German economy alone 21bn Euros each year...
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5. Discrimination-free application process.
What does it mean?

In a perfect world, a discrimination-free application process means
equal job opportunities, based strictly on qualifications, skills
and experience etc.
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6. Discrimination-free application process.
What does it mean?

In a perfect world, a discrimination-free application process means
equal job opportunities, based strictly on qualifications, skills
and experience etc.

In the real world, the full (recruiting/hiring) process can and will
never be completely discrimination-free. Involving humans
means subjectivity, cultural preconditions and prejudices intentional or unconscious.
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7. Discrimination-free application process.
What does it mean?

In a perfect world, a discrimination-free application process means
equal job opportunities, based strictly on qualifications, skills
and experience etc.

In the real world, the full (recruiting/hiring) process can and will
never be completely discrimination-free. Involving humans
means subjectivity, cultural preconditions and prejudices intentional or unconscious.

Prejudice based on gender, age, national origin, sexual orientation,
appearance etc., influences the process unjustly, and still has to be
eliminated.
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8. Discrimination-free application process.
How we get there?

Only the objectivity of the technology and standard ontologies
(ESCO and JANZZ) and a system incorporating gradual
anonymity enables an unbiased process that overcomes the
challenges of the first and critical phase of a qualified matching.
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9. Discrimination-free application process.
How we get there?

Only the objectivity of the technology and standard ontologies
(ESCO and JANZZ) and a system incorporating gradual
anonymity enables an unbiased process that overcomes the
challenges of the first and critical phase of a qualified matching.

This matching process is proven and not new at all...
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10. Discrimination-free application process.
The perfect match.
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11. Discrimination-free application process.
This is how it works.
Anonymous
Ontology
Automated matching process
Job offer
JANZZ All the Skills of the world | ESCO Show Case 2013/10/24
Job seekers
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12. Discrimination-free application process.
This is how it works.
Anonymous
Ontology
Automated matching process
Match
Job offer
Job seekers
100%
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13. Discrimination-free application process.
This is how it works.
Anonymous
Ontology
Automated matching process
Job seekers
100%
Partial disclosure
Match
Job offer
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14. Discrimination-free application process.
This is how it works.
Anonymous
Ontology
Automated matching process
Match
Job offer
Job seekers
Full disclosure
Partial disclosure
100%
Logo
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15. Discrimination-free application process.
This is how it works.
Job Offer
Company/Organisation/Authority
Offer
Location/Town/Range
Job Seeker
Individual/Candidate
100%
Search
Location/Town/Range
80%
Qualification
Education and Training
Languages
Skills
Soft Skills
Experience
60%
Skills
Soft Skills
Experience
Function
Salary/Pay/Compensation
40%
Function
Salary/Pay/Compensation
Specializations
Profession/Occupation
20%
Specializations
Profession/Occupation
Qualification
Education and Training
Languages
Match-Factor
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16. Discrimination-free application process.
The outcome.
 Together with such gradual anonymity, enriched by ESCO data,
any existing ontology, will allow users to finally match their
comprehensive criteria within a sophisticated and replicable
new real-time process, unseen/impossible before now.
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17. Discrimination-free application process.
The outcome.
 Together with such gradual anonymity, enriched by ESCO data,
any existing ontology, will allow users to finally match their
comprehensive criteria within a sophisticated and replicable
new real-time process, unseen/impossible before now.
 Sustainable, positive effects of anonymous job application* to
combat employment discrimination.
* EWCO (European Working Conditions Observatory)
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18. Discrimination-free application process.
The outcome.
 Together with such gradual anonymity, enriched by ESCO data,
any existing ontology, will allow users to finally match their
comprehensive criteria within a sophisticated and replicable
new real-time process, unseen/impossible before now.
 Sustainable, positive effects of anonymous job application* to
combat employment discrimination.
 Among many other studies also the Institute for Labour Market
Policy Evaluation provided empirical evidence to this effect.
Anonymous applications would seem to improve the chances of
advancing to job interviews for both immigrants of non-Western
origin, applicants of 50+ and for women in general etc.
* EWCO (European Working Conditions Observatory)
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19. Discrimination-free application process.
The summary.
 Established and once accepted this (gradual) anonymous process,
together with the quality and the comprehensiveness of such
ontologies will be another important tessera to eliminate job
market frictions** in the EU and globally in the near future.
**Cref Nobel Economics Prizes 2010&2012
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20. Thank you for your attention.
www.janzz.com
JANZZ.com
4uGroup AG
Nidelbadstrasse 2–6
8038 Zurich
T: +41 43 499 71 04
F: +41 44 487 40 88
info@4u-group.ch
www.4u-group.ch
Contact
Stefan Winzenried,
CEO and Founder
s.winzenried@4u-group.ch
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