Bias In The Talent Pipeline Start Before School Analysis

The article details what it calls “barriers” in the career lifecycle that result in the impediment of either hiring or the promotion of a diverse workforce. These barriers can occur at recruitment, hiring, and promotion stages in the career lifecycle. (Matthies 1) Recruitment barriers include the low numbers of diverse applicants due to the lack of outreach programs designed to bring awareness of the employment availability to minorities and women. Hiring barriers include failure to meet standards

On the gender – career test I received a strong preference towards associating men with careers. This caused me to realize I have hidden biases I am unaware of. Blindspot mentions that everyone has biases and orderly living depends on them(Banaji, 80), so before taking the exam I was aware biases played a role in my mind. Although, I wouldn’t have believed one of my hidden biases would be that males are more suit for careers and women should stay at home and care for children. Ever since I was a young child, my parents have instilled into me the passion to become successful, regardless of my gender. Now, as a

We need to identify the barriers to inclusive recruiting, interviewing, and hiring. Our recruiting effort will start with our website, radio and television commercials, newspaper, job fairs, and community events. We will also ask our current employees, who may have experienced bias and cultural misunderstanding in the past, what are diverse applicants looking for in a job and employer and what actions might cause us to lose a qualified diverse applicant Once we have recruited some applicants our interviewing team needs to have an understanding of diversity and cultural competencies for interviewing and hiring. The manner in which people are hired, in a way, constitutes their first impression of the organization, and can contribute to how they feel about it over the long term, and to how good a job they do. We want the best our community has and our hiring guidelines will reflect

Diversity and inclusion are hot topics in today’s business world. While treating individuals fairly and equally is a social imperative, it is also extremely important to the success of a business. With the changing demographics of society and its affect on the American workforce, organizations must truly embrace diversity and inclusion. “For companies to succeed in the global marketplace, they must make the most of the full range of their people. Companies must attract and retain the right skills, the best minds, all the required resources – and that means diversity” (Royal Bank of Canada, n.d.). There are a number of compelling reasons companies should adopt the core values of diversity and inclusion. This paper sets out to

The purpose of the diversity audit project is to teach students how to analyze and measure diversity efforts of potential employers and as potential customers. In this globalizing world these skills are more important than ever. Many companies are making changes to diversify their employees and their customer base; this project is focused on investigating one company’s efforts. After this project students can expect to have gained a deeper knowledge of how to measure a company’s level of diversity and analyze its effects on both employees and customers.

During early childhood, girls and boys spend much of their time in the home with their families and look to parents and older siblings for guidance. Parents provide children with their first lessons about gender. Possible ways that parents might influence children’s gender development include role modeling and encouraging different behaviours and activities in sons and daughters(cite). For example, boys are expected mow the lawn, paint the fence and conduct other physical jobs while women are expected to take care of siblings, clean and learn to cook. Unfortunately to date, girls have not received the guidance required to encourage them to pursue degrees in the stem

“Employers demonstrate inclusive recruiting by having diverse individuals represented in company materials, in advertisements, and as recruiters” (Mathis, Jackson, & Valentine, 2014, p. 6-d3)

In this paper I will delve into Harvard’s recruitment and selection process, the controversial topic of diversity recruitment, as well as some of the setbacks that the organization runs into, the weaknesses it perceives, strategies for attracting the best candidates, recruiting tools and techniques, and most importantly Harvard’s commitment to diversity.

Today's workplace is more diverse than it has ever been in history. While the workforce has made strides in the direction of equality, it is still far from attaining total equality in the workplace. A company must value diversity. The main objectives of valuing diversity include awareness, education, and positive recognition of the differences among people in the workforce. Organizations are increasingly emphasizing group work or teamwork as a source of competitive advantage in a diverse workforce. It has been suggested that such organizations must target their recruitment efforts at applicants who are both diverse and amenable to working in teams ( Rau, Hyland 2003).

Women have broken certain areas like medicine and animal science but not in areas such as engineering. There are so many reasons for this. However, the most powerful one is the idea that right from childhood, gender roles are imbedded in children. This goes from toys, colors (blue and pink), to societal views on how boys and girls should behave. So, growing up with such a sexist mindset, there is bound to be disparity in certain fields. Even Pepperberg’s husband was not really supportive of her career. A prime example of bias based on sex. “Often, judgments of these styles were quite gendered – women were expected to be good at emotions and emotional, while men were expected to be blunt and good at maintaining boundaries between home and work”.(Hirshfield 5).

Gender stereotypes are implemented everywhere, including in the classroom. To this day there is a shortage of girls in the STEM work field because these jobs are viewed as jobs for boys. Supporters of single-sex education believe that “same-sex classrooms can increase girls’ performance and confidence in STEM subjects by removing negative influence of boys”(Pahlke & Hyde,2016) therefore eliminating the stereotype that only boys can do certain jobs. According to the article “Sports for Boys, Wedding Cakes for Girls” it is stated that “the efficacy of the programs is not due to the single-sex environment, but rather because the school is selective about which students are allowed to attend”(Chapple,2016) hence a single-sex

A study conducted by Caldera, Houston and O’Brien (1998) has shown that when given the opportunity to play with a toy of the opposite gender, the child will stick with what they know, which will be the “gender appropriate” toy which is seen as gender-normative behavior. The parents gave the child a positive response because of their choice. Especially today, young men and women have access to social media where their behavior will be influenced. This will later effect the occupational roles of a typical American male and female behavior. Men dominate women in professions that are more physical, risky and in some cases “life threating” such as law enforcement, military, and politics while women will dominate the more heart-filled, sensitive careers such as childcare, health care, and social work. This type of behavior is not

Parents also have a vital role in influencing the career path their children choose. Children look to their parents as role models and for approval, and parents attitudes and actions will influence their children. They also take into account what job their mother has as compared to their father. In many cases, children start to associate gender with particular jobs when they are very young due to their family life(Stitt, 1988). Stereotypes, like those, are brought forth to girls everyday, ranging from the traditional female jobs to males being more intelligent than females. One example is the fact that there aren’t as many women as men in jobs such as scientists and doctors. Girls often don’t question this idea because it is reinforced by so many people. These stereotypes sometimes get adopted by girls because of this constant reinforcement. Parents have the opportunity either to invalidate these stereotypes or confirm them by their actions and words. They must reassure their children that girls can participate in anything they want, including math and science activities or courses.

According to chapter 2 of the Fundamentals of Human Resource Management, the 2006 workforce will be 72 percent white (and non-Hispanic), 11 percent black, 12 percent Hispanic, and 5 percent Asian and other minorities. This diversity in the U.S. labor force is a major challenge to employers to create HRM (Human Resource Management) practices that ensure they fully utilize the talents, skills, and values of all employees. Diverse work environments force organizations to make certain of cultures that value diversity ensuring that HRM systems are bias-free, encouraging career development for women and minorities, promoting knowledge and acceptance of cultural differences, ensuring involvement in education both within and outside the organization, and dealing with employees ' resistance to diversity (Trends page 34). The most common approaches to insuring a diverse workforce are recruiting with an effort to increase diversity and training programs to insure that current employees can deal with the new sundry labor force. Some employers are even adding benefits such as daycare, eldercare and flexible work schedules to attract diverse employees.

After analyzing and questioning male 's and female 's reasoning towards their particular career choice, I realize that there was a certain pattern towards gender and career. Most male pursued what society depict as a masculine occupation such as doctors, architects, or technology based jobs. Meanwhile, most women pursed what society depict as a feminine occupations such as teachers, secretaries, assistance or nursing. The most shocking discovery is when men pursued feminine jobs, they are more likely to be encouraged to rise towards a more masculine position like managers or owners and were more likely to receive a raise in pay. On the other hand, women were discouraged towards such management fields and were more likely to be underrepresented and/or discouraged. This spiked a controversy about gender and their occupation opportunities being controlled by society and its constructed views on gender roles. Looking back from one 's childhood, society 's process of creating a gender constructed culture begins during pregnancy.