This century has seen more efforts to advance diversity and inclusion values than ever before in history. However, it is sometimes surprising to stop and assess the data and trends that currently influence recruiting and realize that, even though we are doing better than yesterday, there are still many unspoken issues that impede our advancement towards a truly diverse, inclusive and equitable society, starting from the workplace.
Thus, we present to you three hard truths that we have to accept and really act upon to improve recruiting.
IT’S NOT THAT THERE AREN’T ANY WOMEN IN THE INDUSTRY, THEY’RE NOT APPLYING
A 2014 study showed how on average men apply to jobs when they match 60% of the requirements while women only if they match 100%. Previous resources point to explanations such as the difference in assertiveness between the sexes, emphasizing women as more empathic, softer personalities and with a people-oriented focus within businesses, leadership position in research and innovation and the C-suite. New research, however, highlights that the reasons are more intrinsic, such as the use of agentic rather than communal language in recruitment and promotions as well as the lack of leadership representation and mentorship figures.
THE REALITY ABOUT QUOTAS
Quotas are an improvement to the exclusivity of many areas of the workplace. However, it is the moment to raise the bar for diversity and inclusion methods. London Business School Faculty L.Gratton, J. Birkinshaw and I.Fernandez-Mateo are confident quotas are an optimal tool, however their words allow to intend that if we want to make this work, we have to get to the root of the problem and create networks of inspiration, mentorship and slowly instill a the basis for transition. Diversity is becoming a key driver in impact.
LETS FACE IT, CVs ARE AN ISSUE TO DIVERSITY & INCLUSION
This is not new. A joint study conducted by Stanford, Harvard and the University of Toronto concludes that candidates that leave their ethnic information intact are less likely to pass the first stage of CV screening. The most shocking aspect is that there is little to no difference between companies that claim diversity and inclusion values and those who do not. However, the good news is that 2020 has seen an impressive surge in innovative Diversity and Inclusion tools that could rewrite these narratives.
RESOURCES
On Quotas:
- The debate about quotas: https://www.gendereconomy.org/the-debate-about-quotas/
- Quotas, are they the solution?: https://www.london.edu/think/quotas-are-they-the-solution
On Applications:
- Ambition is not the problem: Women want the top jobs—they just don’t get them: https://www.cnbc.com/2020/03/05/why-women-are-locked-out-of-top-jobs-despite-having-high-ambition.html
- Data from LinkedIN: https://abcnews.go.com/Business/women-aggressive-men-applying-jobs-hired-frequently-linkedin/story?id=61531741
On CVs:
- Harvard Study Says Minority Job Candidates Are ‘Whitening’ Their Resumes When Looking for Jobs : https://www.inc.com/marcel-schwantes/why-minority-job-applicants-mask-their-race-identities-when-applying-for-jobs-according-to-this-harvard-study.html
- Are Emily and Greg More Employable Than Lakisha and Jamal? A Field Experiment on Labor Market Discrimination: https://cos.gatech.edu/facultyres/Diversity_Studies/Bertrand_LakishaJamal.pdf
- Minorities Who ‘Whiten’ Job Resumes Get More Interviews: https://hbswk.hbs.edu/item/minorities-who-whiten-job-resumes-get-more-interviews
