"We anticipated this would have a positive impact on diversity — making it more likely that female candidates and those from ethnic minorities are selected for the shortlist," he said.

"We found the opposite, that de-identifying candidates reduced the likelihood of women being selected for the shortlist."

The trial found assigning a male name to a candidate made them 3.2 per cent less likely to get a job interview.

Adding a woman's name to a CV made the candidate 2.9 per cent more likely to get a foot in the door.

"We should hit pause and be very cautious about introducing this as a way of improving diversity, as it can have the opposite effect," Professor Hiscox said."

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