Overcoming Biases and Fostering Inclusion in a Two-Page Resume World

In today's increasingly diverse and inclusive world, organizations strive to prioritize diversity, equity, inclusion, and belonging (DEIB) initiatives to create fair and representative workplaces. As a DEI practitioner, I have witnessed firsthand the transformative power of inclusive practices. However, certain traditional practices, such as the two-page resume, continue to unintentionally maintain unfairness in the system, hindering our progress in creating truly inclusive work environments. In this blog post, I want to shed light on the personal experiences and reflections that have shaped my commitment to challenging the limitations of the two-page resume format.

Limitation: Insufficient space for demonstrating skills and achievements

• The two-page format fails to account for diverse experiences and achievements.
• It reinforces the idea that only certain achievements and experiences are valued, excluding those with non-traditional backgrounds.
• People with career breaks or non-traditional roles struggle to fit their experiences within the two-page limit. Their valuable skills and contributions may be overlooked, continuing the problem of not having enough diverse representation in the workforce.

Example: Helen's Story

Imagine Helen, a highly accomplished professional who took a two-year break from her career to care for her elderly parents. During this time, she provided essential support, managed medical appointments, and ensured their well-being. As you can probably envision, Helen's role demanded navigating complex healthcare systems, coordinating with various professionals, and making critical decisions on behalf of her parents. However, when Helen decided to reenter the workforce, representing her caregiving experience within the confines of a two-page resume became a challenge. Condensing two years of caregiving into a few bullet points failed to capture the depth and impact of her contributions, making it difficult for organizations to recognize and appreciate her unique abilities.

Limitation: Does not allow for real creativity and personal branding

• The strict format of a two-page resume limits creativity, as well as limits the ability to showcase a unique personal brand.
• It may not allow for the inclusion of supplementary materials like portfolios or multimedia presentations.

Example: Aisha’s Story

Aisha is a creative graphic designer with a passion for innovative visual storytelling. She has a diverse portfolio showcasing her ability to blend various art forms and create compelling designs. However, when Aisha attempts to condense her creative talents into a two-page resume, she finds herself limited by the rigid structure.

In her portfolio, Aisha incorporates multimedia elements, such as videos and interactive components, to bring her designs to life.

However, the two-page resume format doesn't allow her to showcase these supplementary materials, hindering her ability to fully demonstrate her unique creative approach and the impact of her work.

Aisha’s personal brand thrives on her ability to think outside the box and push creative boundaries. However, the limitations of the two-page resume prevent her from fully capturing the essence of her creative talent and personal brand. Consequently, she may struggle to differentiate herself from other candidates who rely solely on traditional resume formats, limiting her chances of securing opportunities that align with her innovative approach.

Limitation: Reinforcing Biases and Discrimination

• The two-page format reinforces biases and discriminates against underrepresented groups.
• Unconscious biases influence hiring decisions, favoring candidates who align with mainstream norms.
• Individuals from marginalized groups face challenges in showcasing their skills and achievements within two pages.
• The disparity in resources and opportunities puts marginalized individuals at a disadvantage.

Example: Peter's Story

Meet Peter, a talented individual on the autism spectrum with exceptional problem-solving skills and attention to detail. Despite Peter's impressive qualifications in technology and a degree in computer science, he faces significant challenges when seeking employment. During job interviews, Peter's neurodivergent traits, such as difficulty with eye contact and a non-conventional communication style, are often misunderstood by interviewers. These misinterpretations can lead to Peter's abilities being underestimated or overlooked, despite his proven technical skills. Traditional hiring processes that heavily rely on social interaction and communication skills can further create barriers for individuals like Peter, who possess unique strengths and capabilities that are not captured within the two-page resume format.

Personal Reflection

Understanding the significance of biases and inclusion goes beyond professional interest for me; it is deeply personal. It pains me to see extraordinary individuals from underrepresented groups and people who might not fit the “mainstream” norms face barriers and limitations due to systemic biases. These experiences have fueled my dedication to advocating for more inclusive workforce practices and challenging the status quo.

Infusing personal emotions, experiences, and reflections into the conversation about biases and inclusion is a powerful tool for fostering awareness and forging connections. It reminds us that behind the policies and practices, there are real people whose lives and opportunities are impacted. We should not only challenge the status quo but actively advocate for inclusive workforce practices. I truly believe we can create a future where biases and barriers are dismantled and a world that embraces and empowers every individual to thrive and contribute to their unique talents.

Conclusion

As we move forward in our DEIB efforts, it is important to recognize the limitations of the two-page resume format and its potential to perpetuate biases and exclusion. By sharing personal experiences, reflecting on our emotions, and highlighting the importance of inclusivity, we can ignite conversations and inspire action toward more equitable hiring practices.?

By doing so, organizations foster innovation and cultivate a truly diverse workforce that thrives on the contributions of individuals from all backgrounds. By implementing an inclusive approach to recruitment, we can create workplaces that benefit from the richness of diversity.?

The time is now to seize the opportunity to drive meaningful change and pave the way for a more inclusive and equitable society!

About the author

Kirsten Westholter is a Co-founder and the Head of Strategic Consulting at Predixa, an award-winning Culture & Leadership Transformation Company, helping clients to improve their business quickly and effectively, underpinned by powerful AI-based diagnostics and cross-industry experience.

With a career spanning over two decades, Kirsten has cultivated expertise in Business Transformation, Project Management, Customer Excellence, and Business Process Improvement. Her invaluable insights and experience have been honed through collaborations with clients of diverse industries and sizes, both in Western Europe and the UAE. Kirsten's multifaceted abilities, combined with her unwavering dedication to fostering inclusive cultures, are deeply ingrained in her professional DNA.