With recent accusations against Intel and IBM and a new lawsuit alleging companies used Facebook ads to screen out older job seekers, age discrimination in hiring is making headlines.
The Equal Employment Opportunity Commission defines age discrimination as “treating an applicant or employee less favorably because of his or her age.” In the U.S., the Age Discrimination in Employment Act (ADEA) forbids age discrimination against people who are age 40 or older.
According to Dice’s 2018 Diversity and Inclusion Report, a depressing 76% of respondents believe ageism exists in technology.
Research has shown that age discrimination at the screening phase does exist. Continue reading
Artificial intelligence is gaining a lot attention in all areas of our lives including the workplace.
A Pew Research survey found that for U.S. adults who said they would want to apply for a job that used a computer program or algorithm to making hiring decisions, the #1 reason was because they believed it’d be more fair and less biased than humans.
Ji-A Min, Ideal‘s Head Data Scientist, spoke with Matthew Braga, CBC The National’s Senior Technology Reporter, for a story on how AI is being used to overcome bias in hiring.
See the full story below.
Optimize Your Hiring Using AI Continue reading
We can all agree that good intentions aren’t enough when it comes to hiring practices that increase diversity.
Part of the problem is that sometimes practices that seem good on the surface aren’t necessarily effective and can even be harmful in some cases.
Here are 4 common hiring practices that are terrible for diversity and what you can do instead.
Bad hiring practice #1: The Rooney rule
The tech industry faces a lot of criticism for its relative lack of diversity. On the flip side, tech companies are also often the ones spearheading diversity initiatives in the first place.
For example, last year Salesforce implemented their version of the Rooney Rule by interviewing at least one female candidate or underrepresented minority for executive positions. Continue reading
Recruitment bias has been a major topic in talent acquisition circles lately, including global discussions on pay gaps.
Recruitment bias can take many forms such as unconscious biases like confirmation bias and the halo effect.
Although there’s an increasing awareness that the 50% failure rate for hiring is linked to pre-existing biases, only 68% of companies are measuring diversity and inclusion in their hiring processes.
If we know that recruitment bias is a problem and increased diversity and transparency is a goal, how do we remove it? Is it possible?
Short answer: yes. But it requires a high degree of commitment. Continue reading
It’s clear that recruiting bias is still a major topic of concern.
Last month, 175 CEOs united to be a part of the CEO Action for Diversity and Inclusion alliance including organizations that span from Walmart to Major League Baseball.
As part of their pledge, one of their main goals is to mitigate recruiting bias and other types of biases in the workplace.
One benefit that has resulted from all this attention is that a lot of companies have started to develop resources on how to educate ourselves on these biases in order to help reduce their negative effects.
Here’s a list of the 5 best resources online for reducing recruiting bias. Continue reading
A new Deloitte survey finds companies’ interest in diversity in the workplace is focused on bias in recruiting and the use of new tools to reduce this bias.
68% of companies they surveyed measure and monitor diversity and inclusion in their recruiting.
The appeal of diversity in the workplace is recognized by both sides of the recruiting equation. A Glassdoor survey found 67% of job seekers believe diversity is an important factor when considering companies and job offers, whereas 57% of recruiters say their talent acquisition strategies are designed to attract diverse candidates.
To help you capture this competitive advantage, here are 5 recruiting tips for increasing diversity in the workplace. Continue reading