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diversity RSS feed Tag: diversity

ACLU Says Hollywood Discriminating Against Women

by May 13, 2015, 6:49 pm ET

american-civil-liberties-union-of-southern-californiaThe American Civil Liberties Union of Southern California says both TV shows and movies are discriminating against women by not hiring them to be directors.

It wants the government to investigate. keep reading…

Transgender Inclusion: Is Your Diversity Program Truly Comprehensive?

by Feb 4, 2015, 5:16 am ET

Screen Shot 2015-01-26 at 10.16.37 PM

You’ve likely read the People Magazine headline that Bruce Jenner is, “Transitioning Into a Woman.” You may have also seen the digital network shows, Orange is the New Black and Transparent, which have both won critical acclaim for taking the transgender experience to the cable viewing audience.

As buzz about these shows gets louder, a growing audience is exploring previously unknown issues related to gender identification, thus gaining a newfound understanding and tolerance. It’s time for society as a whole, especially the workplace, to do the same. keep reading…

In France, Controversy Brews Over Job Ad That Says, “If Possible, Not Jewish”

by Feb 3, 2015, 9:21 am ET

Screen Shot 2015-02-03 at 6.07.37 AMA job ad on graphic-jobs.com, placed by a company called NSL Studio, has been taken down, after one line in the ad said non-Jewish candidates are preferred. keep reading…

Los Angeles Fire Department Gets 150 Pages of Ideas to Improve Recruiting

by Jan 22, 2015, 3:07 pm ET

Screen Shot 2015-01-22 at 12.00.09 PMAmidst allegations it has relied too much on nepotism and too little on diversity, the LA fire department now has 150 pages to read about what it can do to improve the hiring process.

For other organizations, some aspects of the report may be worth taking a look at. keep reading…

Goldman Sachs Alums Launch Site for Minority Recruiting

by Jan 15, 2015, 6:45 pm ET

Screen Shot 2015-01-15 at 3.40.50 PMTwo ex-Goldman Sachs employees are launching a new site for recruiting minorities.

Porter Braswell and Ryan Williams of Jopwell have already gotten interest from some big-name firms like Facebook and McKinsey.

Jopwell is offering a searchable pool of minority candidates, with detailed profiles on each. Right now, it’s defining minority as black, Hispanic, and Native American. It also has company profiles and a platform for communicating with candidates.

Looking For Bold Recruiting Approaches? Best Practices For Recruiting STEM Women and Diversity Candidates, Part 2 of 2

by Jan 5, 2015, 5:49 am ET

Screen Shot 2014-12-23 at 2.15.54 PMUnfortunately, I have found that corporate recruiting leaders spend way too much time complaining about the many problems associated with successfully recruiting STEM women and other diversity hires. What is needed is less talk and more practical, proven recruiting solutions. The goal of this complete article is to provide 25+ leading-edge best practices in recruiting that have proven to be effective at major firms.

Last week’s (12/29/14) part one of this article covered 10 different bold recruiting practices for attracting STEM women and diverse candidates. This part two will cover 10 additional best practices in referrals, candidate slates, and accountability.

Referrals Are the Best Way to Successfully Recruit Top STEM Women keep reading…

Looking For Bold Recruiting Approaches? Best Practices For Recruiting STEM-Women and Diversity Candidates, Part 1 of 2

by Dec 29, 2014, 5:49 am ET

Screen Shot 2014-12-23 at 2.33.26 PMMost valuable information that recruiting leaders seek out are known as best practices: leading-edge recruiting practices that have been implemented at less than 5 percent of major firms. Best-practice information is so valuable because although “brand new” ideas can be exciting, they are always by definition still unproven. When you are faced with limited resources, it makes business sense to focus on learning about and adapting the leading-edge practices that have already been successfully implemented.

Cynical executives are much more willing to fund and support a pilot recruiting initiative after hearing that a Fortune 100 firm that they admire has already thoroughly researched, vetted, and assessed its probability of success. Keeping up with leading-edge best practices is part of the professional development obligation of every recruiter. My research has also found that far too many leaders that are responsible for STEM women and diversity recruiting spend so much of their time complaining about how difficult their problems are that they simply don’t find enough time to implement any “new-to-the-firm” best practice approaches.

The Focus Should Be On Bold, Practical, and Already Proven Recruiting Solutions keep reading…

Are Firms ‘Kicking the Can Down The Road’ So They Can Pay STEM Women Less?

by Dec 15, 2014, 5:40 am ET

Screen Shot 2014-12-11 at 11.55.57 AMConsider the possibility that thousands of STEM women are literally missing out on billions of dollars in higher salaries as a result of the recent actions by tech firms.

Everyone knows that many of the larger tech firms have recently released their employee diversity numbers.

Obviously releasing this data was a positive move that resulted in an expanded discussion around the need to increase the number of STEM women employees at tech firms. But what most analysts have missed is the realization that, almost universally, the response to this shortage of women in tech firms has been some variation of a long-term “increase-the-supply” solution. In my book, increasing the supply is code for “doesn’t increase your salary costs.” This is what would occur if every firm instead solved its shortage problem with a short-term solution. This would involve actively recruiting STEM women away from other firms, because that competition would have the effect of immediately driving up the salaries of women.

Waiting 5+ Years for the Employees You Need Wouldn’t Be the Normal Response keep reading…

What Employers Can Learn From the Abercrombie Religious Discrimination Case

by Oct 14, 2014, 12:49 am ET

Screen Shot 2014-10-10 at 11.18.54 AMOver the past five years, the EEOC has seen a significant increase in charges of religious discrimination. Between FY 1999 and FY 2008, the EEOC received an average of 2,447 such charges per year. Between FY 2009 and FY 2013, the EEOC has received more than 3,000 such charges each year, with a record 4,151 charges received in FY 2011 alone. With the religious diversity of the country increasing, it is unsurprising that public and private employers and applicants and employees of faith are struggling to figure out each other’s expectations.

Hopefully, the Supreme Court will be able to provide some guidance on the subject. This week, the Court agreed to review a decision from the Tenth Circuit Court of Appeals involving Abercrombie & Fitch’s decision to deny employment to applicant Samantha Elauf because she wore a headscarf to her interview. Abercrombie has adopted a “Look Policy” for its “models” or sales floor employees, which prohibits models from wearing black clothing or “caps” and subjects violators of the Look Policy to discipline up to and including termination.

Elauf is a practicing Muslim and has been wearing a hijab or headscarf since the age of 13 for religious reasons. During the interview, Elauf wore a black headscarf. The interviewing manager assumed that Elauf was a Muslim and wore the headscarf for religious reasons.  But neither she nor Elauf said anything during the interview to confirm or counter that assumption. keep reading…

There’s Something Missing From This Great New Police Recruiting Video

by Sep 29, 2014, 1:21 am ET

Colorado state patrolIt’s not full of chase scenes, but a new 2 1/2-minute recruiting video from the Colorado State Patrol called “IAmATrooper” is equally memorable.

And it comes with a twist. keep reading…

Your Best Candidates Might Be Searching for Part-time Jobs

by Sep 12, 2014, 12:49 am ET

Charlotte trainLooking for STEM talent? Struggling with a skills gap? Your best candidates might be searching for part-time jobs.

You see, popular coverage of the role of part-time jobs in the economy often attributes the rise of these positions to employers who have turned some full-time jobs into part-time ones. While there are 7.5 million Americans working part time for economic reasons (they’d like to work more hours but can’t find a full-time job), there are millions of others who are actively interested in more flexible work options or reduced hours — and this interest isn’t isolated to low-skilled workers. keep reading…

Revealing the Factors That Restrict the Recruiting of STEM Women (Part 2 of 2)

by and Aug 18, 2014, 12:20 am ET

STEMThis is the final part of a two-part research-based series that is designed to reveal and describe the four categories of factors that restrict the recruiting of STEM women (i.e. women with degrees in Science, Technology, Engineering, or Math) into high-tech firms.

In part one we highlighted Category 1, the lack of a short-term impact associated with efforts to increase the supply of STEM women, and Category 2, the top barriers that restrict STEM women from applying for and accepting new jobs. Our research and analysis indicates that there are two more major categories of factors that inhibit STEM women from changing jobs. Those factors will be covered in Category 3, the corporate cultural frustrators that discourage STEM women from being recruited into new jobs, and Category 4, biases against women in the hiring process of high-tech firms.


CATEGORY 3 — The corporate cultural frustrators That Discourage STEM Women From Being Recruited Into New Jobs keep reading…

Don’t Listen to the Naysayers — You Do Need Creatives

by Aug 15, 2014, 12:56 am ET

Screen Shot 2014-07-03 at 9.57.56 AMIf you’re not a “creative,” you’ve probably been annoyed by a creative’s lack of organization or follow-through at some point. You may even be reveling in the recent onslaught of articles arguing that creative employees only waste time and money.

But no matter how “Type A” you are, you can’t afford to overlook creatives’ potential in this increasingly innovation-focused market. keep reading…

What Unsuccessful Recruiters Are Doing Wrong

by Aug 12, 2014, 12:12 am ET

 recruitment-sample-mdMost strategic recruiters seek to optimize the three most important factors in talent acquisition — cost, time, and quality. However, that objective is often impossible to accomplish because recruiters continue to use outdated talent processes which were designed back in the 1980s.

Stephen Covey, in his ground-breaking best seller — 7 Habits of Highly Effective People – introduces timeless principles that form the framework of the changes that individuals must adopt to become more effective. But, before one can embrace the seven habits, Covey proposes adopting of a “paradigm shift”– a change in perception and interpretation of how the world really works. Similarly, recruiters must be willing to adopt a paradigm shift in how they view the world of talent acquisition — if they hope to be successful in sourcing, recruiting, and hiring the very best talent in today’s war for talent.

For example, it has been my experience that “average” to “good” recruiters follow similarly dated talent strategies:  keep reading…

Revealing the Factors That Restrict the Recruiting of STEM Women (Part 1 of 2)

by and Aug 11, 2014, 12:52 am ET

STEMWe are deeply disturbed at the “there’s little we can do” attitude of the leadership at most major tech firms towards increasing the number of STEM (i.e. Science, Technology, Engineering, Math) women recruited into their firms. The leaders of these firms seem to think that their posting of shallow diversity metrics was sufficient. Because males dominate many of the high-tech leadership roles, it’s a bit arrogant for them to assume that they know and understand the barriers that STEM women face.

Instead, we propose they use a more scientific approach that uses survey research techniques to identify the actual barriers that STEM women face when applying for a job in a high-tech culture. Only after you pinpoint the actual barriers can executives then take the precise steps necessary to mitigate or overcome those barriers. Rather than waiting for these hesitant leaders at high-tech firms to act, we have been conducting our own interviews and survey research with the goal of identifying each of the barriers that STEM women recruits face. Our research has found that there are four categories of factors that contribute to the STEM women recruiting problem.

They are 1) the weak supply; 2) the perceived barriers that restrict them from applying for jobs; 3) the negative male culture that frustrates and discourages women; and 4) the biases against women embedded in most corporate hiring and promotion processes.

In this part 1 of a 2-part article, we will address the first two categories, the weak supply of STEM women, and the perceived barriers that restrict STEM women from applying for jobs.  keep reading…

Metrics for STEM Women – a Critical Examination of the High-tech Approach

by and Aug 4, 2014, 5:21 am ET

STEMThere has been a great deal of publicity lately surrounding the lack of STEM women at high-tech firms. Unfortunately, we have to give two thumbs down to the diversity data from each of the top high-tech firms that have publicly released their numbers. Although the firms’ intentions were good, the limited scope of the metrics that they revealed do not provide the necessary information that STEM women need in order select which firm to join or the right information needed in order to encourage them to actually apply for a different tech job.

High-tech firms have two basic reasons for attempting to hire and retain more STEM women into key roles. keep reading…

Gay Cop: ‘Believe It or Not, We Exist’

by Jul 23, 2014, 5:35 pm ET

Screen Shot 2014-07-23 at 2.22.47 PMIn a new recruiting video below, a self-described “30-year-old white guy” tells you why he’s diverse: he’s a gay policeman in Texas.

Chris says that being a gay detective in Ft. Worth isn’t the big deal it used to be. And, he says, he hasn’t had a single problem at work. keep reading…

End the Shortage — Recruit STEM Women Who Are Working at Your Competitors

by Jul 7, 2014, 5:03 am ET

Screen Shot 2014-07-03 at 3.30.03 PMI almost broke out laughing when I came across an article in Fast Company magazine entitled Why You Can’t Find Women Engineers. This title reflects a common misconception among business executives about the shortage of technically qualified women at their firms.

This often-repeated “shortage statement” is only partially true, and if you believe it, you will never fill your firm’s diversity recruiting targets.

Let’s examine this shortage issue from a different perspective. keep reading…

Stop the Excuses — a Frustrated STEM Woman’s Simple Solutions to The Diversity Recruiting Problem

by Jun 25, 2014, 4:02 pm ET

Screen Shot 2014-06-25 at 12.57.48 PMThere is a huge issue in the tech world where firms like Google, LinkedIn, Yahoo, and Facebook are having great difficulty recruiting technically trained diverse women (known as “diverse STEM woman” or DSW). As a STEM diverse woman myself living in the Silicon Valley, I know and have experienced firsthand the many barriers that diverse woman face. And because of my recruiting background, I have also concluded that individual firms cannot find enough women to fill these technical roles because they have continuously used the wrong recruiting approaches that fail to address the barriers that restrict the movement of the DSW between jobs.

If you are a male corporate leader working in the tech industry, you will benefit from reading this article. keep reading…

Diversity Recruiting – What’s Wrong With It? Pretty Much Everything (Part 2 of 2)

by Jun 23, 2014, 12:53 am ET

carousel_business_osdIn the first part of this series, I highlighted how a weak business case, not being data-driven, failing to segment your recruiting targets, and failing to effectively use employee referrals can severely reduce your diversity recruiting results. In this part II, I will complete the list of the common diversity program design errors and briefly highlight some recommended actions.

The Remaining 12 Most Common Diversity Recruiting Errors keep reading…