racial bias in job descriptions

Eliminate Racial Bias. Here are some suggestions: When writing communications: Never mention race or national origin. The following tips have been adapted from Catalyst’s new tool for Catalyst member organizations, Advancing Women in Tech-Intensive Industries: Transforming Organizational Cultures. Avoid phrases such as “strong English – language” or “clean-shaven” as they could deter qualified non-native English speakers or candidates whose faith requires facial hair. Unconscious racism, ageism, and sexism play a big role in who gets hired. … The evaluators were asked to rate the suitability of the applicant in reference to the job description and whether they … To do that, they met with Angie Chang, VP of Hackbright Academy, who pointed to one surprising reason: a single word they were using in their job descriptions. The word was “hackers,” which Buffer was using to refer to its developers. A vast body of research shows that the hiring process is biased and unfair. In 2017, a study found that discrimination in recruitment against Black professionals hadn’t improved in 25 years. Like gender bias, racial bias can be implicit, and oftentimes is unknowingly perpetuated by recruitment professionals. Independent analysis helps spot unconscious bias that can influence a … Socioeconomic bias is often unintentionally at play in job descriptions that emphasize the need for advanced degrees from a set of high-profile universities or having studied a certain curriculum—neither of which may have been available to underrepresented talent. Eliminate Racial Bias: Racial bias can be implicit. Racial bias in hiring: How to make hiring more equitable for Black professionals. Diversity and Inclusion . While it may seem innocent to include specific holiday or cultural references in your job descriptions, leaving them out will help create more unbiased job descriptions … In an ideal world, hiring someone new would be a meritocratic process where the best person got the job. Racial and cultural bias: Racial and cultural bias often appears in the form of cultural references. Racial bias in your job description can affect who applies, reduce the number of applicants, and negatively impact time to fill. To introduce race into the evaluation process, a picture depicting a Caucasian or an African-American was attached to the applicant materials. Whether you’re an employer posting a job or a job seeker looking for one, it’s important to be aware of how certain words in a job description can reflect an organization’s culture and values. Human resources leaders use Textio, Gender Decoder, and Ongig to spot gender and racial bias in job descriptions. When Buffer realized that less than 2% of its candidates for developer positions were women, its leaders naturally wanted to figure out why. To eliminate this in your job description writing, keep these tips in mind: Never mention race or national origin. The grader considers gender bias, racial bias, insensitive word use, readability and sentiment, and leverages “multiple deep learning models” to detect if and where job descriptions may exhibit bias. But some careful attention to words and phrases used can help eliminate implicit and explicit bias.

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