A new MyResumeStar survey reveals a hidden reality in corporate America: 1 out of every 4 hiring managers has been explicitly told by upper management to either favor or avoid certain job candidates because of demographic traits like race, gender, age, or nationality.
This “top-down” bias persists even as most companies publicly pledge equal opportunity in hiring.
Key Survey Findings
- 1 in 4 hiring managers—25%—say their bosses instructed them to pick or reject candidates based on demographic traits
- Roughly 1 in 7 managers (14%) have been told to actively avoid hiring specific groups (for example, “We already have too many [X], don’t hire more”)
- About 1 in 9 (11%) received orders to prioritize certain demographics (such as “Hire more women” or “Give preference to minority candidates”)
- Nearly 1 in 3 managers (32%) believe their colleagues discriminate against immigrants in hiring or promotions
- About 1 in 3 (34%) say bias against immigrant candidates has increased over the past year—while only 1 in 20 think it’s gone down
These findings reflect a majority recognition of the strengths single mothers bring to the workplace, challenging outdated assumptions about their professional capabilities.
“Top-Down” Bias Persists Despite Diversity Promises
Despite a wave of diversity and inclusion efforts, MyResumeStar’s July 2025 Pollfish survey of 300 U.S. hiring managers shows that getting explicit instructions about “who to hire” is still a routine reality for many.
Instead of letting skill and merit lead, 1 out of 4 managers says they’ve been told outright—by a boss or company leader—to either favor or reject candidates based solely on their demographic background.
These orders take two forms:
- “We need to hire more of [X],” to boost representation of a certain group
- “We have too many [Y], don’t hire more right now,” to limit a demographic already seen as “overrepresented”
“This isn’t just unconscious bias—it’s institutional and deliberate,” said a spokesperson for MyResumeStar. “Even well-meaning attempts to increase diversity can cross the line if they override fair, skills-based hiring.”
What Demographics Are Targeted?
The survey found that:
- Roughly 1 in 7 hiring managers (14%) said they were directly told to avoid hiring certain types of candidates—whether based on gender, age, race, or even immigration status.
- About 1 in 9 (11%) received the opposite message: to prioritize specific groups when filling positions.
While some of these mandates are meant to fix historic imbalances, the end result is the same: qualified candidates may be rejected or chosen for reasons unrelated to what really matters—their ability to do the job.
Discrimination Goes Beyond Immigrants
The story doesn’t end with these direct orders. According to the same survey:
- Nearly 1 in 3 managers (32%) think their colleagues still discriminate against immigrants during hiring or promotions.
- About 1 in 3 (34%) report that bias against immigrant candidates has grown in their company over the past year. Only about 1 in 20 managers believe it’s actually decreased.
Why It Matters
Federal law prohibits discrimination in hiring. Yet these findings show that “demographic steering” is often baked into the process from the very top—sometimes in the name of fairness, sometimes due to stereotypes, sometimes to hit diversity targets.
For hiring managers, it’s a tough spot:
“We’re told to pick the best candidate, but sometimes the message from above is to ‘balance the numbers’ or ‘avoid hiring another [X],’” said one anonymous respondent.
Even when intended for good, these instructions risk harming morale, causing confusion, and violating both ethics and the law.
Methodology
Survey commissioned by MyResumeStar and conducted via Pollfish in July 2025.
Sample: 300 U.S.-based hiring managers with direct hiring authority, across a range of industries. Margin of error: ±5%. For media or data requests, contact pr@myresumestar.com.
About MyResumeStar:
MyResumeStar is a leading career resource and resume platform, dedicated to bringing transparency and expert guidance to job seekers and employers.