That's a terrific question. In fact, when we looked at the research, we saw a mixed bag of results. Sometimes you see a beneficial effect. In other instances you'll actually see an adverse effect. There is a paucity of research as well. We looked at maybe 10 to 12 serious studies on the issue. That's not many.
What we can say is that so far, researchers are pointing to two things. One is that whether you see positive or negative effects will depend largely on the organizational context. That is, is there systemic discrimination currently in the system? If there is systemic discrimination, in all studies you tend to see a positive effect with anonymized recruitment.
The other one is whether or not you have positive policies in place. If you have positive policies in place and you hide information as to the employment equity, it prevents the application of these positive policies. That's when you'll see a decrease of the effect.