1️⃣ Hidden bias: “proactive discrimination”
Experts call it Proactive discrimination – When someone is judged not on their skills, but on their employers Presumably They will in the future. In this case:
“She might have kids, so she might leave…so let’s choose someone else.”
Even if the candidate says he has no children, the bias is already active.
2️⃣ Perceived “stability” versus reality
Some hiring managers make a mistake He believes Parents are more “stable” or “responsible.” Ironically, this leads to… Reverse discrimination Assuming that childless individuals are less reliable or lack commitment.
Psychologists note that this comes from Traditional stereotypesNot performance data.
3️⃣ Emotional consequences
being he asked About children during a high-stakes professional moment activates what psychologists call Identity threat – Sudden fear of being judged for personal choices (not ability). This can lead to:
Self-doubt
Anger or helplessness
Long-term distrust towards employers
4️⃣ Legal and ethical violation
Recruitment experts confirm:
Questions about Pregnancy, children or family plans Considered unsuitable – In many countries, this is illegal – during employment. It indicates bias, even if it is phrased casually.
5️⃣ Why does it hurt so much?
When someone invests time, effort, and hope, and is rejected for their personal life option – It’s not just a professional loss. It is as if he was told:
“Your future does not qualify you”
For many candidates, this is much more painful than a simple “no.”
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