That’s the thing though, these biases against people based on their ethnicity and gender already exist, whether the people doing the hiring realize it or not. The best people may lose out on job opportunities because of these qualities. The whole point of DEI is to compensate for these biases.
Comment on Video game publishers are starting to use "anti-DEI" as a marketing meme
PlainSimpleGarak@lemmings.world 9 hours agoI care about humans. People. Not their skin color or ethnicity. Hire the best people, produce a quality product. Fairly simple.
bogpunk@lemmy.ca 9 hours ago
PlainSimpleGarak@lemmings.world 8 hours ago
Then that company just missed out on a qualified employee, and said employee probably dodged a bullet by not working for a company that would engage in not hiring someone based on their race or ethnicity.
TheRtRevKaiser@beehaw.org 7 hours ago
Hi. You’ve gotten some very good responses from the community so I’m going to leave the thread up for now, but please be aware that pushing more will likely result in removal or a temp ban. Thanks.
PlainSimpleGarak@lemmings.world 6 hours ago
Oh go off. “submit to the hive mind or get lost”
God damn authoritarians.
TwiddleTwaddle@lemmy.blahaj.zone 7 hours ago
“Guess that minority shouldn’t work there then. It’s a good thing we have fair, gainful, and plentiful employment where every company with a hiring bias is perfectly balanced out by another company with the opposite bias. I sure am glad our perfect egalitarian society ensures that the minority’s kids are fed clothed and housed until they find work at an exactly comparable company with the same exact pay but hires minorities.”
bogpunk@lemmy.ca 7 hours ago
This isn’t unique to any company. This is systemic and pervasive through our entire culture and society. Countering it requires education and effort, not ignoring the problem and experiences of those it effects. The status quo is not a fair playing field.
melp@beehaw.org 9 hours ago
Cool story bro. Anyway …
“Numerous studies demonstrate that without fair hiring practices in place, certain groups of people are often favored over others due to unconscious biases.
A study by the University of Chicago and the University of California, Berkeley found that applicants with white-sounding names received 9% more callbacks compared to those with African-American-sounding names, despite having similar qualifications[1]. In some companies, this gap widened to nearly 19%[1].
Research from the UK showed that white candidates were favored in about 47% of hiring tests, with ethnic minority candidates needing to send twice as many applications to receive the same number of callbacks[6]. A more recent study by the University of Oxford found that candidates from minority ethnic backgrounds had to send 80% more applications to get the same results as white British applicants[6].
Gender bias has also been documented. A study on science faculty hiring revealed that identical applications randomly assigned male or female names resulted in men being rated as more competent and hireable, and even offered higher starting salaries[6].
These biases persist even in organizations committed to diversity. Research suggests that firms may unconsciously favor candidates from privileged backgrounds, such as those able to take unpaid internships, which introduces socioeconomic bias[7].
Without fair hiring practices, these studies consistently show that white candidates, males, and those from higher socioeconomic backgrounds tend to be favored in the hiring process, highlighting the need for interventions to reduce bias and promote equity in recruitment.”
Citations: [1] eliinc.com/unconscious-bias-hiring-study/ [2] reddit.com/…/does_diversity_hiringdei_make_you_do… [3] northwestern.edu/…/unconscious-bias-research.pdf [4] beapplied.com/…/fair-hiring-your-go-to-manual-for… [5] vidcruiter.com/video-interviewing/hiring-biases/ [6] beapplied.com/…/recruitment-bias-report-how-bias-… [7] hbr.org/…/research-how-companies-committed-to-div… [8] …berkeley.edu/…/are_merit_based_systems_actually_… [9] pmc.ncbi.nlm.nih.gov/articles/PMC4554714/