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. =
Okay, I’ll bite! What is “middle” illness? Is it worse than “beginning” illness? Is it better than “end” illness.
HR Depts see they/them and assume they would have to pay multiple salaries, so they see it as a cost-saving decision. :D
Right! If I’m hiring someone to fill a position, I don’t give a rat’s what their pronouns are. I cringe when I see it in e-mail signatures. Fortunately, there are only a couple of people I’ve seen doing that nonsense where I work, but I can’t help but be a little wary of people who feel the need to do that. I don’t trust Democrats and that tells me they’re very likely to be Democrats.
I wouldn’t hire anyone who can’t speak the language.
Yes, but no one can understand what you are saying.
That’s a bad thing.
I’ve been misunderstood for like ever.
“Anybody who choses to make a first impression on a resume by using ‘they/them type pronouns is flashing a bright red warning to the employer that this person is going to be self involved, easily triggered, overly picky, needy of constant approval and affirmation about everything, their view is the only correct view, and the kind who’s likely to sue if every little thing does not go their way.”
And the person has demonstrated for the employer to see no knowledge of grammar. Besides that, it is imperative that an employer call a he a he and a she a she. Telling an employer that one has gender dysphoria or things about it all the time is not going to get a person a job, except with people who are hiring you to be the office loony toon.
NEVER trust anyone in your company who has been to an HR conference. Not even a luncheon.
I’m in a very fortunate position that I could quit tomorrow morning and I’d have a new job by noon.
If they told me they were hiring a non-binary person with they/them pronouns I would immediately reply with my resignation.
Don’t hire TROUBLE.
I would give white Russians and Ukrainians asylum priority. All the current invaders are third world and even from Africa. So give white refugees priority. South Africans asylum seekers too.
Over the last 40 years, 90-95% of all legal/illegal immigrants have been non-white and from the 3rd world.
Exactly. One would be hiring an activist into their team, not an employee or team member. No business needs an activist in their midst. No business needs someone to bring their bias to light or to work.
Business needs people to come to work, stay on task, live up to the company mission statement as to why the company exists. Gender anything is secondary to making a profit.
We used to hear to leave such things at the door when one walked into work. And that went for everyone no matter their color, religion, man, woman.
I see and agree with your point. Since job applications are usually first received by an HR person, HR may (or not) filter out applications that disagree with the HR person’s DEI/ESG proclivities. A hiring manager may notice that he is receiving applications only for ‘woke’ whack jobs. A sharp hiring manager will quickly realize that the problem is not with the quality of the applications being received at HR, but with the quality of the applications finding their way to his/her desk.
In the military, when it used to be designed for fighting and winning wars, they didn’t let gays join.
What people don’t understand (because they’re not told) is that the policy had NOTHING to do with ‘homophobia’ or bigotry, it had to do with unit cohesion, since when you’re in a foxhole, it’s kind of hard to stay focused on the enemy (and keep a straight face), when you have Drag Queens running around doing their thing (or women screaming, for that matter).
Why would it be much different in corporate America?
From the article: “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.”
The rule of opposites—when the “experts” say something the exact opposite is much closer to the truth.
“Belonging” is not the same as being a productive team member. As with all such lessons in life, the best way to learn it is the hard way—failure.
I had a great boss for many years—and we never talked about personal stuff—the guy totally got the “personal boundaries” thing—it was part of his professionalism.
After twenty years I learned (not from him, btw) that he was gay.
I never asked him about it. He never talked about it.
That is called “class”.
Leftists have no class.
“That is called “class”.”
Is it reasonable to assume that he didn’t show up at work wearing a dress, lipstick, and high heels on a regular basis?
He dressed very professionally and treated everyone with respect.
Looking back there were clues.
The guy was a brilliant public speaker, amazing charisma and leadership skills.
He was an unconventional thinker, very creative.
He had real courage—ready to take on more senior management any time they fell short—and he won most of the battles.
His mission was to build a cohesive team of hard working and skilled folks—and he was always mission focused—keeping personal lives and personality out of it was part of what made it work.
Everyone in the U.S. is a victim.
I certainly wouldn’t hire anyone who demands to be addressed as if they were royalty.
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