Résumé en français : comme la France, le Royaume Uni s'intéresse beaucoup au  CV anonyme pour lutter contre les discriminations à l'embauche.

It has been proposed for a long time in France, and now the UK is also thinking of adopting the anonymous CVs, calling for names and details to be taken out of CVs sent as part of job applications.
The UK government's ethnic minority taskforce has commissioned research that show widespread discrimination, especially towards women and people with African or Asian surnames. Researchers for the Department for Work and Pensions sent nearly 3,000 applications for 987 vacancies under false identities, using the names Nazia Mahmood, Mariam Namagembe and Alison Taylor. Each candidate had similar experience and qualifications, and had British education and work histories. The results showed that applicants who appeared to be white had to send nine applications before receiving an invitation to interview while candidates with the "foreign" sounding names had to send 16 applications before receiving a similar response. Advisors on race issues and equality campaigners have asked the UK government to make "anonymous" CVs and job applications compulsory.
Some British companies have already begun stripping out personal details. They claim to be deciding who to invite for interview based only on their qualifications and experience, without reference to their ethnicity, gender or age. Since 2007 for instance, BP has been removing all the personal background detail from the applications for the 160 graduate positions it awards each year.
In France, a group of 50 firms and local governments is beginning a State test of recruitment via anonymous CVs. In the French scheme, information such as names, age, sex, date and place of birth, nationality and marital status will be banned.
The Ethnic Minority Advisory Group and the Black Training and Enterprise Group claimed such a move should be copied in the UK.
Tom Hadley, of the Recruitment and Employment Confederation, said, “a lot of companies are doing it to cover themselves in case the candidates claim there's been discrimination. We've seen it in particular with agencies who work with public sector organisations or with blue chip companies who are quite ahead of the game in terms of diversity and equality.”