Posted on 03/03/2023 7:18:06 PM PST by TigerClaws
Inclusivity shouldn’t just be present in the workplace — it should be practiced during the hiring process as well. But unfortunately, nonbinary job seekers are facing clear biases during their job search.
According to a new report from Business.com, a business resource platform, over 80% of nonbinary people believe that identifying as nonbinary would hurt their job search. Similarly, 51% believe their gender identity has affected their workplace experience “very or somewhat negatively.”
Ryan McGonagill, director of industry research at Business.com and author of the report, says these statistics show just how much work there is to do around diversity, equity, inclusion and belonging in the workplace.
“We clearly have more work to do on several fronts. Over the past 10 years, DEIB efforts have been prioritized by many companies; however, the results of this study and past research show that teams in most industries aren’t proportionately representative of the U.S. population,” McGonagill tells CNBC Make It. “And worse, many people (like the nonbinary individuals we spoke with in our research) feel like they don’t belong.”
“Companies should have clearly-outlined initiatives and timelines for improving diversity, equity and inclusion in the workplace. On top of that, they should measure their employees’ sense of belonging. Investing in these efforts can only be positive for companies and team members alike.” ‘Phantom’ resume test exposes bias
Business.com also went a step further by sending two identical phantom resumes to “180 unique job postings that were explicitly open to entry-level candidates” in an effort to test “whether or not the inclusion of gender-neutral pronouns impacts how employers perceive resumes.”
“Both featured a gender-ambiguous name, ‘Taylor Williams.’ The only difference between the test and control resumes was the presence of gender pronouns on the test version,” McGonagill said in the report. “The test resume included “they/them” pronouns under the name in the header.” She/her and he/him pronouns were not tested.
The phantom resume including pronouns received 8% less interest than the one without, and fewer interview and phone screening invitations.
According to the report, over 64% of the companies that received these resumes were Equal Opportunity Employers, something that made the results even more “worrisome.”
“The law makes it clear that you cannot base any employment decision (hiring, terminating, or otherwise) based on their gender identity,” McGonagill says. “It’s incredibly disappointing and unethical that many of the hiring managers in our study would disqualify a candidate for being authentic.” ‘Check yourself and hold your team accountable’
Zelna McGee, senior director of learning and development at Centerfield Media, Business.com’s holding company, says that inclusive hiring practices and workplaces have to be intentional about minimizing bias.
“When you’re determining your hiring process, think about how bias could be introduced and how to mitigate it,” McGee explains. “For example, your interview panel should be diverse in order to hold each other accountable and bring awareness to blind spots. The same can be said for filtering resumes or any other part of the hiring process.”
“If someone is new to hiring, have them partner with someone more experienced that could bring these biases to light. We all have biases, even if we don’t want to or don’t believe that we do. Put strategies in place to check yourself and hold your team accountable.”
For nonbinary individuals struggling to feel accepted as their authentic selves in the workplace, McGee urges them to speak out about their experiences.
“If you have a DEIB leader in your organization, reach out to them. It’s their job to prevent and have a deep understanding of bias in the workplace. If you work for a smaller company without that function, speak with someone you can trust,” McGee says. “What have you experienced? What’s been said to make you feel othered? Make your voice heard — you deserve that, and you do not deserve to feel unaccepted.”
“Company leaders should also be proactive in preventing these situations through employee education and conversation. =
It means the person is mentally ill, confused or a freak.
I wouldn’t hire them either.
bkmk
Is that a new pronoun?
Stunning
Damn right.
If I want to hire someone with mental problems, why don’t they just say so instead of “sorta” confirming it with useless and totally meaningless pronouns.
I’ll take a real man or woman, thank you very much. The rest can go to a room and STFU.
Hi!
If you hire me I’m going to spend every waking hour worrying about crap that has nothing to do with my job.
But to be honest, it’s not that important. I only plan to work here as long as it takes to build up a solid lawsuit against your business.
Got a department head at work who is transitioning and loves holding forth on anti-capitalist garbage in the break room. Surprisingly, he’s not very good at his job. But, he’s got woke armor that will make it hard to correct the mistake.
In Before Nicholas Cage.
So that's a thing it is?
TPTB know that such Wokesters would be HR nightmares.
That's what they should do if the job seekers were binomial. But the freaks identify as non binary so the potential employers should say sorry we are only seeking binaries. No decimals, hexadecimals and the likes at this time.
Exactly. Similar to when I rejected a resume from an otherwise qualified engineer because she was the president of the local chapter of NOW. I don’t need that headache.
I have hired plenty of female engineers and never had any issues.
.
If your recruiter is Kumar from India, they don’t play that game there.
“Over the past 10 years, DEIB efforts have been prioritized by many companies; however, the results of this study and past research show that teams in most industries aren’t proportionately representative of the U.S. population,”
If it were the case the case the NBA would lose 2/3s of its players.
Signs, signs, everywhere are signs.
Inclusivity shouldn’t just be present in the workplace — it should be practiced during the hiring process as well.
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It’s amazing that “Inclusivity” must include outright mental illness and pseudo-intellectual nonsense.
Prob except at Starbucks
My daughter is trans. Not the “I’m a special snowflake” trans, the “incurable endocrine defect/parents spent a fortune trying to find a cure” kind of trans.
Yes, they actually exist.
Were you to meet her, you would think she is a smart, polite, clean-cut, hardworking young man.
The thing that distinguishes true trans individuals is they want to pass as the other gender and would not wish their condition on their worst enemy. The trans-trenders fly their freak flag high and in your face, using it like plot armor so their character doesn’t get the axe in Episode 2.
Trust me when I say this, they are not in the same category. They are not even on the same planet.
I’ve been using ‘they” for decades. Just makes it easier to use the same document over and over - you don’t have to edit depending on the audience.
One may as well put a big red “I AM CRAZY” on their resume.
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