Narain Inuganti的动态

?? Exploring the persistent issue of bias and discrimination in hiring: New research highlighted by The New York Times reveals that discrimination and bias continue to plague our hiring processes -- greatly impacting Black job seekers. It's disheartening to see qualified candidates overlooked or undervalued due to bias, unconscious or otherwise. Research consistently highlights the prevalence of bias in hiring, from unconscious biases to overt discrimination based on race, gender, age, disability, and more. These biases not only harm individuals but also hinder organizational growth and innovation. To combat this, we need to implement more proactive measures such as initiatives aimed at recruiting diverse talent, diversity training for hiring managers, and creating inclusive workplace cultures where everyone feels valued and respected. Despite inflammatory headlines, the need for effective #DEI strategist is very real and companies continuing to invest in these resources will position themselves to attract the best talent. https://lnkd.in/eHGT-6Di #EndHiringBias #DiversityandInclusion #Hiring #DiverseHiring

I’ve been working to improve #DEI efforts for sometime now. It’s being said that a lot of companies are experience DEI burnout. Well, burnout or not the need is there. This truly explains the premise behind being more thoughtful and open minded to candidates. Hiring to meet quotas is illegal just like not hiring someone possibly due to their demographics is illegal. Merit is top priority in the hiring process. DEI isn’t going anywhere, even if people are burnout and don’t want to talk about it. At the end of the day we simply want the right person, in the right seat, being welcome onto the right bus.

Explore OneTen's latest research on economic challenges, employment disparities, and workplace culture for Black talent without four-year degrees, advocating for skills-first hiring and inclusive work environments. Read the Latest full News - https://lnkd.in/d34dKqfn #HRtech #HRTechedge #DiversityInclusion #WorkforceEquity #SkillsFirstHiring #InclusiveWorkplaces

The Unconscious Bias in Hiring: How Names Affect Job Opportunities A groundbreaking study reveals that job applicants with white-sounding names are more likely to be called back for an interview than those with black-sounding names, even with identical resumes. This unconscious bias perpetuates racial disparities in the workplace, highlighting the need for blind hiring practices. By acknowledging and addressing this issue, we can work towards a more inclusive and equitable hiring process.

How can you make better and fairer hiring decisions? In collaboration with Prof. Iris Bohnet from Harvard Kennedy School Executive Education and MoreThanNow, Ericsson conducted an experiment to explore ways to enhance the fairness and effectiveness of hiring decisions. The findings revealed that providing microlearning content to hiring managers just before they made candidate selection decisions resulted in a more balanced gender representation and greater diversity of nationalities among the hires. Here's what we learned... ?? Experiment: We compared a control group with no intervention to two test groups—one that viewed a video on recruiting for high-performing teams and another that watched a video emphasizing the importance of building diverse teams. The group exposed to the diversity-focused video demonstrated the most significant impact. ?? Think small: Small adjustments to existing processes can have a substantial impact on promoting diversity and inclusion in hiring practices. ?? Timing matters: Delivering reminders just before pivotal decision-making moments can be more effective than front-loaded training, ensuring that diversity and inclusion considerations remain top of mind. This experiment was featured in a great article by Financial Times on the current state of D&I: https://lnkd.in/e3-6mCuU What do you do to make better and fairer hiring decisions in your organization? #changetheface #betterandfairerdecisions #teamericsson #diversityandinclusion

I just came across some research about biases in hiring that really shook me. Some of America's biggest companies are actively discriminating against race in their hiring processes. What was the research? An experiment by economists took 80,000 fake résumés and sent them to entry-level job postings at 100 of the largest U.S. companies. The résumés had identical qualifications but were crafted to suggest different personal characteristics—like changing names to sound white or Black, male or female think “Latisha vs. Amy” or “Lamar vs. Adam”. The results? Not great. White applicants were contacted 9.5% more often than Black applicants, even with the exact same qualifications. But here’s what really caught my attention - the bias wasn’t uniform. One-fifth of the companies caused half the racial gap in callbacks, with industries like retail and car dealerships showing the highest bias, one as high as 43%. On the flip side, companies like FedEx, Kroger, and Target showed little to no difference in how they treated applicants, proving fair screening isn’t impossible. So, what’s the difference? Companies with strong HR processes and clear anti-bias policies consistently had fairer hiring patterns. As someone building recruitment technology, this hit me hard. We can’t afford to look away from this. Every biased hiring decision ripples out - affecting careers, families, communities, and the economy. The question isn’t whether racial bias exists but more so "what are we doing about it?" A positive of the study found that on average, companies did not treat male and female applicants differently, backing up prior studies that proved gender discrimination is rare in entry level roles. In addition to this, résumé mentions of LGBTQ+ membership didn’t significantly impact callbacks, showing some progress in inclusivity. What are you doing to drive fairer hiring practices in your organization? Please share in the comments! P.S. This research came out back in April, but I think it’s still worth talking about. This isn’t just an old story -it’s a call to action we can’t ignore!

Mythbusting Time: Let’s Talk About Merit and DEI Ah, yes, the age-old refrain: "We need to focus on merit and skills not just hiring people because they're diverse! ??" For those cheering recent corporate decisions to "move away from DEI," I’d love to clear up some common misconceptions. Here’s the truth: DEI is about merit and skills. Always has been. Diversity, equity, and inclusion isn’t about hiring people just because they’re from diverse backgrounds. It’s about making sure the right people with the right skills aren’t excluded from opportunities because of outdated, biased systems or barriers baked into hiring processes. For example: Job descriptions: Are they full of gendered or biased language that unintentionally discourages qualified applicants? Interview questions: Are they designed to be fair and assess skills, not cultural proximity? Recruiting practices: Are we putting opportunities in front of a wide, qualified pool—or just fishing in the same small pond? DEI ensures these systems are equitable, so when someone is hired, it’s based on their abilities—not because they look like everyone else already in the room. Another thing to remember: It’s against the law to set quotas or hire people purely based on their diversity. The focus isn’t on “hitting numbers” but ensuring the workplace is safe and welcoming for everyone. Tokenism helps no one. Real inclusion ensures people feel valued, respected, and safe enough to do their best work. So, for those claiming DEI is anti-merit? It’s quite the opposite. And if you have a problem with systems being fair, well...we all know what the real issue is. What do you think? Let’s talk about it.

"Bias is not just a belief, it's a barrier to a better business." Check out this The New York Times article highlighting a landmark study on employment discrimination through the use of fake resumes. The research provides undeniable evidence of bias in hiring processes, impacting communities deeply. It also shows how the most profitable companies exhibit the least bias! Further proof that #diversity is good for business. This study is a clear call to action for all leaders and #entrepreneurs. It's crucial that we address these biases head-on to foster truly inclusive and equitable work environments. What Can You Do? ?? Centralize Hiring: Consider having a dedicated HR team take the lead on hiring decisions. This can help standardize the process and minimize individual biases. ?? Reevaluate Degree Requirements: Assess whether the roles in your organization genuinely require an undergraduate degree, or if this stipulation unnecessarily narrows your talent pool. ??Implement Structured Interviews: Standardized questions that focus on the skills and experiences directly related to the job can help reduce subjectivity and bias. Each step we take towards reducing bias is a step towards building stronger, more diverse organizations. Let's commit to these changes and lead the way in creating equitable workplaces. Thank you to the researchers at University of California, Berkeley and University of Chicago and authors Claire Cain Miller and Josh Katz for sharing these important insights. And a big thanks to Pamela Haviland for sharing the article. #DiversityAndInclusion #HR #Leadership #SocialEquity https://lnkd.in/ecJJWvBr

How do we reduce bias in hiring? How can we ensure that certain candidates are not at a disadvantage when seeking a job? This study demonstrates how some companies continue to discriminate based on race, specifically how they tend to call back candidates with stereotypically Black sounding names (e.g. Lamar or Latisha) a lot less than candidates with stereotypically White sounding names (e.g. Joshua or Rebecca), even when the resumes are exactly the same. Auto Nation, a used car retailer, called presumed White candidates 43% more often than presumed Black candidates. Sexism also played a role, but in ways one might not expect. The consequences of being female differed by race. The differences were small, but being female was a slight benefit for white applicants, and a slight penalty for Black applicants, meaning Black women applicants suffered a double penalty, one for being Black, and the other for being a woman. When we discuss how DEI initiatives continue to be needed in the workplace and in our schools, look no further than this study. While it indicated that a main component of reducing bias was a centralized HR process, it also found evidence that hiring teams with more diverse members, and teams that intentionally sought out diverse candidates, were less likely to show bias when reviewing resumes. We must continue to debunk the myths that DEI initiatives are not effective, are divisive, or are no longer needed. This study shows firm support for why DEI programs are still critical to increasing fairness, reducing racial and other forms of bias, and ensuring that ALL candidates have an equal opportunity in accessing jobs. Spread the word. A focus on DEI can actually improve diversity, equity, and inclusion outcomes for employees. To learn more about creating healthy and more inclusive workplaces, pick up my latest book Your Unstoppable Greatness. #diversityequityinclusion #dei #racialbias #linkedinnews

?? Exciting News! ?? I'm thrilled to share that I've completed a comprehensive Diversity Recruiting course! ?? In today's dynamic and globalized world, embracing diversity is more crucial than ever. This course has equipped me with valuable insights and strategies to ensure that our hiring processes are inclusive and equitable. Here are a few key takeaways: Unconscious Bias Awareness: Recognizing and mitigating biases in recruitment. Inclusive Job Descriptions: Crafting job posts that attract a diverse pool of candidates. Diverse Sourcing Techniques: Utilizing various channels to reach underrepresented groups. Inclusive Interviewing: Conducting interviews that are fair and objective for all candidates. I'm excited to apply these principles and contribute to building a more diverse and inclusive workplace. Let's champion diversity and inclusion together! #DiversityRecruiting #InclusiveWorkplace #TalentAcquisition #HR #ProfessionalDevelopment #o9solutions Just finished the course “Diversity Recruiting” by Stacey Gordon! Check it out: https://lnkd.in/g2UAiJXK #diversityrecruitment.