THE SIGNIFICANCE OF CHANGING THE SURNAME AFTER MARRIAGE FOR WOMEN’S EMPLOYMENT
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https://orcid.org/0009-0004-5278-1344
Vilmantė Kumpikaitė-Valiūnienė
https://orcid.org/0000-0002-8099-2737
Abstract
This study explores the significance of surname changes after marriage on women's employment opportunities, focusing specifically on the role of Human Resource (HR) managers in recruitment practices. Drawing exclusively from empirical qualitative evidence collected in Lithuania, including a pilot survey and semi-structured interviews, the research highlights how surname changes act as cues for marital status, potentially triggering bias during recruitment. Results reveal that women with post-marriage surnames receive fewer job interview invitations, indicating discrimination that HR professionals can either exacerbate or mitigate. The findings suggest that anonymized recruitment processes and bias-awareness training are critical in fostering equitable employment practices.
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