Consciously Unbiased’s Post

Women receive 22% more feedback about their personality than men, even more so taking into account intersectionality. There is also a contrast in the types of traits women are described as having compared to men. For example, women are twice as likely to be referred to as “collaborative” and 11x more likely to be described as “abrasive” than men. The term overachiever—typically applied to strong performers who exceed performance expectations is used to describe black women 40.5 x more than a white man. Words used to describe women are: ✔️Nice ✔️Collaborative ✔️Helpful ✔️Opinionated ✔️Over Confident ✔️Ambitious ✔️Warm ✔️Bubbly ✔️Abrasive ✔️Aggressive Read more why language matters: https://buff.ly/48UxrM1 And also check out the work of @Textio #feedback #communication #interviews #inclusiveworkplaces #recruitment

Bias whether unconscious or concious can manifest in various forms, such as racial, gender, age, or socioeconomic bias. It can lead to unfair treatment of candidates and result in less diverse and inclusive workplaces which in turn can have an impact on organisations attracting the best top talent. Diverse talent brings a range of perspectives, experiences, and skills that enrich our organisations. By attracting diverse talent, we foster innovation, creativity, and better problem-solving. Additionally, it promotes inclusivity, strengthens our community, and enhances our ability to connect with a broader range of customers and stakeholders. #diversity #equity #inclusion

Unconscious bias is common in most hiring processes. But there are ways you can understand how this might manifest in your organisation and take steps to address this challenge. Read our latest article and understand the 9 unconscious biases which exist and practices you can implement today. #DEI #Inclusion #IWD2024 #GoBeyond https://lnkd.in/erH2u6T2

𝐎𝐯𝐞𝐫𝐜𝐨𝐦𝐢𝐧𝐠 𝐆𝐞𝐧𝐝𝐞𝐫 𝐁𝐢𝐚𝐬 𝐢𝐧 𝐇𝐢𝐫𝐢𝐧𝐠: 𝐇𝐑'𝐬 𝐑𝐨𝐥𝐞 𝐚𝐧𝐝 𝐑𝐞𝐬𝐩𝐨𝐧𝐬𝐢𝐛𝐢𝐥𝐢𝐭𝐲 In talent acquisition, fairness is paramount. HR professionals, as culture custodians, shape hiring practices profoundly. Overcoming gender bias isn't just ethical—it's key to leveraging diverse talent for organizational triumph. Here are actionable strategies HR can adopt to combat gender bias:- 🔹 𝐁𝐢𝐚𝐬 𝐀𝐰𝐚𝐫𝐞𝐧𝐞𝐬𝐬: Educate teams on unconscious biases, fostering awareness and sensitivity. 🔹 𝐁𝐥𝐢𝐧𝐝 𝐑𝐞𝐜𝐫𝐮𝐢𝐭𝐦𝐞𝐧𝐭: Champion anonymized application processes to ensure merit-based evaluations. 🔹 𝐈𝐧𝐜𝐥𝐮𝐬𝐢𝐯𝐞 𝐋𝐚𝐧𝐠𝐮𝐚𝐠𝐞: Lead efforts in crafting gender-neutral job descriptions, signaling a commitment to diversity. 🔹 𝐓𝐫𝐚𝐢𝐧𝐢𝐧𝐠 𝐈𝐧𝐢𝐭𝐢𝐚𝐭𝐢𝐯𝐞𝐬: Organize regular sessions to equip hiring managers with tools to mitigate biases. 🔹 𝐃𝐢𝐯𝐞𝐫𝐬𝐞 𝐈𝐧𝐭𝐞𝐫𝐯𝐢𝐞𝐰 𝐏𝐚𝐧𝐞𝐥𝐬: Advocate for varied interview teams to introduce multiple perspectives. Incorporating these strategies isn't just about checking boxes—it's about reshaping the future of talent acquisition. When HR leads with inclusivity, organizations don't just hire—they inspire. Let's champion a tomorrow where every talent shines, unburdened by bias. #HRStrategies #InclusiveFuture #TalentWithoutBias #linkedinnews #humanresources #talentacquisition #shareyourthoughts #genderequality #inclusivecompany #inclusiveworkplace

☀️ Someone very influential shared this link with me and I wanted to share it with each of you: the "faces" of our candidates represent so much more and command so much more of us as talent leaders! 🔍 This thought-provoking piece sheds light on the challenges organizations face when their new hires don't match the expectations set during the hiring process. The author brilliantly highlights the disparity that can occur between a candidate's presented skills and their actual performance on the job. 💼 The article delves into the importance of transparent communication during the hiring process, ensuring a seamless alignment between candidate profiles and the role's demands. It emphasizes the significance of a comprehensive interview process that goes beyond just assessing technical abilities, and instead focuses on understanding candidates' values, work styles, and cultural fit. 💡 As a hiring professional or business leader, this article serves as a wake-up call to evaluate and improve our hiring practices. Hiring the right person is not solely about finding someone with the perfect resume; it's about finding the right person for the organization's goals and values. 🌟 I highly recommend reading this article to gain valuable insights into building a more effective and cohesive team. Let's foster a workplace culture where both hiring managers and candidates can make informed decisions, leading to long-term success and growth. #Recruitment #HiringProcess #TalentAcquisition #WorkplaceCulture #ProfessionalDevelopment

🌟 Elevate Your Hiring Practices: Breaking Down Ageism and Sexism 🌟 As leaders, it's crucial to foster an inclusive workplace that values diversity. Combatting ageism and sexism starts with hiring practices: 1️⃣ Blind Recruitment: Remove bias by anonymizing resumes during the initial screening, focusing solely on skills and experience. 2️⃣ Diverse Interview Panels: Ensure diverse perspectives in your interview panels to challenge stereotypes and create a more inclusive atmosphere. 3️⃣ Continuous Learning: Embrace a culture of ongoing education, encouraging employees to stay updated on industry trends, regardless of age or gender. 4️⃣ Flexible Work Policies: Foster an environment that accommodates diverse life stages and needs. Flexible work arrangements can attract and retain top talent. 5️⃣ Age-Inclusive Language: Craft job descriptions with inclusive language, avoiding terms that may unintentionally discourage candidates of a certain age or gender. Let's build workplaces where talent knows no boundaries. Together, we can break down barriers and create opportunities for everyone! 💼🌐 #InclusiveHiring #DiversityMatters #equalopportunity

Make sure that the recruitment process is fair and inclusive by actively seeking candidates from diverse backgrounds. The inclusive hiring process actively recognizes diversity and embraces a wide range of skillsets and perspectives that candidates bring to the organization. And, 🚫NO 🚫 - It’s not simply about recruiting people from underrepresented backgrounds or those with disabilities in an effort to check off a box. Instead, inclusive hiring practices aim to create equity among applicants in order to prevent discriminatory practices and biases. #inclusion #leadership #arrivedrivethrive #poweroflanguage #dei #deib #humanresources #hr #dei #arrivedrivethrive #poweroflanguage #inclusion #leadership

How does gender bias impact sourcing great talent? 🤔 Gender bias refers to the systematic and often unconscious preference or prejudice towards individuals of a particular gender, usually to the detriment of others. Gender bias in job descriptions may inadvertently dissuade qualified candidates of a specific gender from applying, leading to a lack of diversity in the applicant pool and, ultimately, impacting hiring practices. Gender bias in job adverts is essential to us and our clients. “At MRG, we’re committed to diversity and inclusion in recruitment. Our clients want diverse candidate shortlists, and we’re dedicated to providing this. Every step in the hiring process matters, and we strive to actively remove biases through methods like anonymised shortlists and diverse candidate sourcing. We also ensure that all of our staff in the UK undertake Unconscious Bias training to ensure fair selection processes. Gender bias, for example, often goes unnoticed but can influence language and job descriptions, discouraging qualified candidates and impacting diversity.” Alison S., Business and Learning Development Manager, The Management Recruitment Group (MRG) ➡️ We recently conducted refresher training on this topic and wanted to share five key learnings we discussed. Learn more about our commitment to EDI here: https://lnkd.in/eZur48Sf #UnconsiousBias #EDI #JobAdverts #GenderBias

Creating an inclusive interview is essential to ensuring diversity, inclusion, and fairness during the hiring process. Here are some strategies and best practices we recommend: 👉 Eliminate bias: Train interviewers too recognise and eliminate unconscious biases during the interview process. Biases can influence decisions and perpetuate gender disparities. Implement structured interview formats with standardised questions to ensure consistency. 👉 Diverse interview panels: Aim for diverse interview panels that include both men and women. A diverse group of interviewers can provide a broader perspective and minimise potential biases. 👉 Use inclusive language: Use gender-neutral language in job descriptions and during interviews. Avoid phrases or questions that may reinforce stereotypes or favour a specific gender. 👉 Flexible scheduling: Offer flexibility in scheduling interviews to accommodate candidates' needs, such as providing options for different time slots or virtual interviews. 👉 Showcase diversity in your company: Highlight the diversity and inclusion efforts within your company during the interview process. This can include sharing success stories of female employees or showcasing your commitment to gender equality. 👉 Fair compensation: Conduct regular pay equity analyses to ensure that there are no gender-based pay discrepancies within your organisation. Have I overlooked any important aspects? Comment below! #interview #diversity #inclusion