Recently, RedThread Research in partnership with Mercer, published an industry report titled, Diversity and Inclusion Technology: Could this be the Missing Link?
The goal of this research was to address five key questions:
What is D&I technology?
Why are D&I technologies coming to market right now?
What are the benefits and potential risks?
What types of D&I technologies exist?
Who are some of the players in the different D&I technology categories?
The report summarizes some of the major benefits and motives behind the increasing interest in diversity and inclusion tech including:
More consistent, less biased, and scalable people decision-making processes
Raising awareness of bias occurring in real-time and at the individual level and enabling a range of people to act on it
Measuring and monitoring the impact of efforts designed to improve D&I outcomes
Signaling the importance of a diverse and inclusive culture to the organization
The research covers over 100 vendors in the space divided into D&I “focus”, “feature”, and “friendly” vendors in sourcing, selection, performance management, and leadership development. Continue reading
With AI’s growing adoption, recruiters are enjoying the clear benefits of the increased efficiency provided by intelligent automation.
However, AI continues to capture the attention of recruiting professionals for another major reason: according to LinkedIn’s Recruiting Trends 2018, 43% believe it removes human bias.
In a new interview with Canadian HR Reporter, watch Ideal’s data scientist, Ji-A Min, explain how AI technology like Ideal can be used to reduce unconscious bias and improve workplace diversity.
Optimize Your Hiring Using AI Continue reading
When we don’t prioritize recruiting and obtaining a diverse group of employees, we lose the benefits that diversity carries – a variety of viewpoints with equally varied ideas for innovation, strategic familiarity with more representative populations of society at large, a positive reputation, and perhaps even happier customers.
Diversity in the workplace is a positive variable in the effort for long-term organizational sustainability and prospects for growth.
Despite such benefits, acquiring a diverse workforce is challenging. Fortunately, there are several hands-on practices and approaches available to ensure that your organization can find and retain diverse talent. No system will be perfect; consistently prioritizing diversity is a dynamic process, so it is worth revisiting your methods and processes routinely. Continue reading
A big focus in recruiting in 2017 was workplace diversity.
Workplace diversity is defined as:
understanding, accepting, and valuing differences between people of different races, ethnicities, genders, ages, religions, disabilities, and sexual orientations, as well as differences in personalities, skill sets, experiences, and knowledge bases
So what’s next?
Here are the 6 best workplace diversity trends for 2018.
1. Adopting a more diverse definition of diversity
Although gender and ethnicity are still the major focal points, organizations are starting to invest in multiples areas of diversity.
The most recent HR survey by Harvey Nash asked, “Which areas are your organization actively pursuing to be more diverse? 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
The role that AI plays in diversity in recruitment is still being debated.
Critics of AI are worried it will replicate human biases that already exist. Supporters believe AI can help us avoid unconscious bias and increase diversity in recruitment.
I’m biased (of course), but I’m a supporter of using AI in recruiting.
Here’s why: knowing AI has the potential to replicate an existing bias means we can monitor for it. And if a bias does occur, we know how to remove it.
Here are 4 promising ways in which AI is being used to help diversity in recruitment.
1. Continue reading
Research confirms unconscious bias in recruiting is still a major problem.
Learn more in our video below:
A recent study found unconscious bias occurs during resume screening. Asian applicants were 75% more likely to get a callback for an interview when they used a “whitened” version of their name (e.g., Luke instead Lei).
Black applicants were 160% more likely to get a callback for an interview when they used a “whitened” version of their name (e.g., L. Smith instead of Latisha Smith).
If you think minority applicants with similar qualifications to majority candidates are being overlooked at your company, it might be time to look into a technology solution. Continue reading
A major feature of AI for recruiting is its ability to stop unconscious bias.
A recent lawsuit reminds us why we need to avoid bias during hiring: Palantir, a software startup, is paying $1.7 million to settle a racial discrimination lawsuit with the Department of Labor’s Office of Federal Contract Compliance Programs (OFCCP).
Similar to EEOC guidelines, as a federal government contractor, Palantir cannot discriminate based on race, color, religion, sex, sexual orientation, gender identity, national origin, disability or against military veterans.
The Department of Labor accused Palantir of disproportionately eliminating qualified Asian applicants for engineering positions. The lawsuit alleges Asian applicants were routinely eliminated in the resume screening and telephone interview phases despite being as qualified as white applicants. Continue reading