An Important Reminder
You've heard this before, probably several times. Maybe you've even been on the receiving end. At APTMetrics, we believe that it is important to periodically remind our readers how critical it is to minimize bias in the context of hiring and promotion.
Bias in decision making, particularly hiring and promotion, negatively impacts growth, innovation, revenue and profitability.
The data from multiple studies confirms this repeatedly. Reynolds and Lewis [1] published in Harvard Business Review showing that higher cognitive diversity correlates with better performance of teams. A Glassdoor workplace survey [2] found that "more than 3 in 4 employees and job seekers (76%) report a diverse workforce is an important factor when evaluating companies and job offers." In a McKinsey & Company [3] article, they stated that their research showed "companies in the top quartile for racial and ethnic diversity are 35 percent more likely to have financial returns above their respective national industry medians."
But, you're not doing it on purpose.
Bias just seems to sneak in, which is why it's sometimes called unconscious bias. And bias can manifest itself in many different way such as First Impression bias or Confirmation bias. So, in a series of upcoming posts, we'll be publishing the APTMetrics Hiring Bias series as brief reminders about the various types of potential bias with a relevant example to keep these critical concepts top-of-mind. Simply maintaining awareness and reinforcing good habits.
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There's even some inexpensive, engaging training available.
If you want to really step up your game around minimizing bias in hiring and promotion throughout your organization, we'd be happy to talk to you about an automated interactive interviewer training tool we offer that helps make recognizing bias much more clear within the context of conducting proper structured interviews.
Contact Jason Griffin at [email protected] for details.
Insightful! And something very important to keep in mind.