Why Location-Based Hiring—SF-only, NY-only—is as Harmful as Race-Based and Gender-Based Discrimination

1. Abstract – Questioning Location-Based Hiring Restrictions
2. Historical Context of Geographic Privilege
   1. Ellis Island Practices
   2. Black Slavery and Indigenous Dispossession
   3. Asian Exclusion Acts
3. The Global Talent Pool and Modern Implications
   1. Class and Caste Systems
   2. Economic Barriers
4. The Intersection of Cultural and Gender-Based Discrimination
5. Rawls’ Veil of Ignorance: A Moral Perspective
6. Debunking the ‘US-Only’ Myth
   1. Economic Efficiency
   2. Remote Work Revolution
   3. Diversity and Inclusion
7. Growing the Pie: The Gold Bar Example
8. An Equilibrating Call to Action
9. Nationalistic Hiring Constraints in the 21st Century New Normal
10. Population Size and the Law of Large Numbers
11. Conclusion
12. Actionable Steps for Businesses
    1. Revise Job Postings
    2. Promote Remote Work
    3. Champion Diversity

Please note that this article questioning location-based hiring restrictions applies to jobs that can be done on a computer. Nowadays, most knowledge work can. For sure, this applies to software development, UIUX design, AI/ML work, and many cutting edge areas. However, play devil’s advocate on in-person sounding jobs (e.g. hardware, mechanical engineering, marketing, sales, administration, branding, customer support, etc.) and see how much of even those jobs can be done more efficiently, remotely. After 2020, we know the number is much higher than we ever thought it could be.

1. Abstract

In an increasingly globalized world, it’s essential to recognize that opportunities should not be limited by geographic boundaries. The practice of location-based restriction, such as hiring “US-only” or “NYC/SF-only”, perpetuates systemic inequalities and is just as detrimental as race-based and gender-based discrimination. This article explores the historical and contemporary context of geographic privilege and argues why omitting location-based restrictions in job postings is crucial for true diversity and inclusion. This is meant to reflect on an often overlooked and unconscious bias that may exist and to suggest a path forward that benefits everyone.

2. Historical Context of Geographic Privilege

2.1 Ellis Island Practices:

The historical immigration policies at Ellis Island were designed to favor certain nationalities over others. Those who managed to enter the United States often did so because of their geographic and ethnic background. This set the stage for a demographic that enjoyed economic and social privileges simply by being born American. This legacy perhaps still impacts who is “privileged” enough to access opportunities within the U.S.

2.2 Black Slavery and Indigenous Dispossession:

The history of Black slavery and the theft of land from Indigenous peoples has shaped the racial and geographic landscape of the United States. These practices established a system where land ownership and wealth were concentrated in the hands of a few, based largely on racial and geographic lines. This legacy continues to influence socioeconomic status and access to opportunities. For instance, the ability to relocate to SF and NYC may be one of the privileges.

2.3 Asian Exclusion Acts:

Policies such as the Chinese Exclusion Act of 1882 were explicitly designed to limit immigration from specific regions, further entrenching geographic privilege. Such historical policies have had lasting effects on the demographic composition of the U.S., influencing who gets to benefit from being born in a particular place.

3. The Global Talent Pool and Modern Implications

3.1 Class and Caste Systems:

In regions like Latin America, India, and Africa, class and caste systems have historically dictated access to education and wealth. This means that individuals from these regions who are educated and wealthy enough to immigrate to the U.S. are exceptions rather than the rule. The barriers most people from those regions face are significant, and often, opportunities in their home countries are limited due to systemic inequities. This means you can find strong, resilient, and capable talent in these regions.

3.2 Economic Barriers:

Even post-1965, when U.S. immigration policies became more inclusive, the economic barriers for many potential immigrants remained high. For instance, it was easier for Elon Musk to migrate to the U.S. from South Africa due to his family’s resources compared to the average sub-Saharan African. The cost of immigration, coupled with stringent visa requirements, means that many talented individuals from developing regions are excluded from opportunities they deserve. Ignoring these individuals is to the detriment of lean startups that need smart, efficient talent to grow quickly.

4. The Intersection of Cultural and Gender-Based Discrimination

It’s important to recognize that location-based hiring often intersects with other forms of bias, including gender discrimination. Cultural, religious, and societal factors can make it significantly more difficult for qualified women from certain regions to immigrate to the U.S. For example, women in many parts of the world face restrictions on travel, work, and education, which limits their ability to pursue opportunities abroad despite having strong skills and qualifications. These barriers essentially compound the effects of location-based hiring, turning it into a softer form of gender-based discrimination. By restricting hiring to “US-only” or specific cities, companies inadvertently perpetuate these inequities, overlooking talented women who could contribute greatly to their teams.

5. Rawls’ Veil of Ignorance: A Moral Perspective

Drawing from the insights of John Rawls, a renowned American moral philosopher and ethicist, we can further understand the injustice of location-based hiring through the concept of the “veil of ignorance.” Rawls’ theory suggests that principles of justice are best determined by individuals who do not know their own position in society. If hiring managers and policymakers were to operate under this veil of ignorance, they would be unaware of their own geographic location, race, or gender. This impartial perspective would lead them to create policies that are fair and equitable for all, recognizing that the circumstances of one’s birth—whether geographic, racial, or gender-based—are matters of luck and should not determine access to opportunities. By embracing this principle, businesses can ensure their practices are just and inclusive, fostering a truly diverse and innovative workforce.

6. Debunking the ‘US-Only’ Myth

6.1 Economic Efficiency:

Hiring talent based on location alone overlooks the vast potential of a global workforce. Companies that restrict their hiring to “US-only” miss out on diverse perspectives and innovative solutions that international talent can provide. A software developer in Nigeria might bring unique problem-solving skills and insights that can drive a company’s success just as much as, if not more than, a developer in Silicon Valley.

6.2 Remote Work Revolution:

The COVID-19 pandemic has proven that remote work is not only feasible but also productive. The argument that geographic proximity is necessary for effective teamwork is increasingly outdated*. Remote work allows for the inclusion of brilliant minds from around the world, reducing the attrition associated with relocation and providing a more balanced work-life dynamic.

*Look at the post-COVID Human-Computer Interaction papers that follow up on the old “Distance Matters” paper. Also, look at some of the white papers from teams at Zapier and GitLab.

6.3 Diversity and Inclusion:

True diversity and inclusion mean considering candidates from all geographic backgrounds. A policy that limits hiring to certain locations is inherently discriminatory and contradicts the principles of equal opportunity. By opening up to global talent, companies can build more robust, innovative, and competitive teams.

One cannot claim to be an “equal-opportunity employer” while posting US-only, SF-only, and NYC-only tech jobs.

7. Growing the Pie: The Gold Bar Example

Consider this analogy: Would you rather share one gold bar with two other people who look like you, or twenty gold bars with two people who look like you and three people who look a little different? In the first scenario, you get half a gold bar. In the second, you get four gold bars. By working with diverse teams, you can grow the overall wealth and success of your company. Diverse perspectives lead to better problem-solving, innovation, and ultimately, a larger pie for everyone to share.

8. An Equilibrating Call to Action

This article aims to shed light on an unconscious bias that may exist and that many well-meaning hiring managers and leaders may not be aware of. The goal is to encourage geo-agnostic collaboration and mutual growth by removing location-based restrictions that limit opportunities for deserving individuals worldwide. Just like interracial and intercontinental marriage is widely accepted, why can’t geographically diverse startups become a norm too? By understanding and addressing these strangely outdated geography-based hiring practices, we can create policies that foster true diversity and inclusion, benefiting both individuals and organizations. By working together and embracing diverse perspectives, we can grow the pie, ensuring more success and innovation for everyone involved.

9. Nationalistic Hiring Constraints in the 21st Century New Normal

In the evolving landscape of the modern workplace, nationalistic hiring constraints such as “US-only” policies may significantly hold your team back. You can’t genuinely call yourself an equal opportunity and diverse employer if you’re not open to hiring talent from around the globe. These constraints not only discriminate but also hinder your company’s growth and innovation. By limiting your talent pool, you miss out on diverse perspectives and skills that could drive your business forward. Embracing a global workforce allows for the best ideas and solutions to surface, ultimately speeding up your company’s progress and success. This approach aligns with the principles of capitalism, corporate identity, and the values of people-of-color pride and immigration reform that are deeply rooted in American ideals. To truly embrace diversity and equal opportunity, it’s essential to look beyond geographic boundaries and find the best talent worldwide. This will ensure that your company remains competitive and innovative in the 21st century new normal.

10. Population Size and the Law of Large Numbers*

Regardless of average IQ (or EQ) scores, the sheer population sizes of the majority world countries in Africa and South Asia suggest that there are more geniuses in these regions than economic impressions may suggest. The laws of large numbers indicate that with such vast populations, the absolute number of highly intelligent individuals will be reasonably large. This means that by limiting hiring to “US-only” or country or continent-specific locations, companies are missing out on an incredible pool of talent that could drive innovation and success. By opening up to global talent, especially from regions with large populations, businesses can access a wealth of untapped potential and diverse perspectives that are essential for growth in today’s interconnected world. This is especially true since nutrition and particular methods of schooling bias the IQs of certain societies lower than they generally should be, and none of us know what the real IQs of countries like South Korea and China were before they became rich.

*Note we are using the “Law of Large Numbers” metaphorically here. Literally, the law is more about convergence to a true mean.

11. Conclusion

Hiring practices should reflect the reality of a connected, globalized world. The historical context of geographic privilege shows that location-based hiring is as harmful as race-based and gender-based discrimination. By omitting restrictive geographic requirements in job postings, companies can tap into a broader talent pool, fostering true diversity and inclusion. This approach not only benefits the individuals involved but also drives greater success and innovation for the companies themselves.

12. Actionable Steps for Businesses

✅ 12.1 Revise Job Postings:

Remove “US-only” or similar geographic restrictions from job postings. Instead, focus on the skills and qualifications required for the role.

✅ 12.2 Promote Remote Work:

Embrace remote work to include talent from around the world. Provide the necessary tools and infrastructure to support a distributed workforce.

✅ 12.3 Champion Diversity:

Actively seek out candidates from diverse geographic backgrounds. Implement policies that ensure fair and unbiased recruitment processes.

By taking these steps, businesses can ensure they are not only compliant with modern diversity standards but also positioned for greater success in an interconnected world. The future of work is global, and it’s time for hiring practices to reflect this reality. Together, by working with and embracing diverse perspectives, we can create a more equitable and prosperous future for all.