Sridhar Venkatesan’s Post

Age discrimination in the hiring process is illegal, but it still happens. According to a recent survey of hiring managers, 42% consider age when reviewing resumes. If you are an employer. it is essential to have anti-discrimination policies in place and provide training to anyone involved in the hiring process to minimize risks. Both young and old can suffer discrimination so training should address bias in both cases. Consult an experienced attorney to review your policies and training materials to reduce risks of liability. https://buff.ly/3Ve8uVQ #discrimination #agediscrimination #ageism #employmentlaw

Over the course of two years, a research company submitted more than 83,000 fake #jobapplications for 11,000 entry-level positions at more than a hundred of the largest U.S. companies by revenue. They sent in nearly identical sets of applications with names that were “distinctively Black” or “distinctively white”—as well as names that were gendered—to test for #discriminatory #hiringpractices. Here's what they found and are naming company names. #employers #discrimination #employmentlaw #recruiting #talentacquisition https://lnkd.in/gRfrR7Ei

Age discrimination in the hiring process is illegal, but it still happens. According to a recent survey of hiring managers, 42% consider age when reviewing resumes. If you are an employer. it is essential to have anti-discrimination policies in place and provide training to anyone involved in the hiring process to minimize risks. Both young and old can suffer discrimination so training should address bias in both cases. Consult an experienced attorney to review your policies and training materials to reduce risks of liability. https://buff.ly/3Ve8uVQ #discrimination #agediscrimination #ageism #employmentlaw

For employers who thought they had more time to play catch-up with revising policies & practices of AI employment decision making tools to meet employment law compliance...the buzzer just sounded. ⏲ Yesterday, the EEOC filed a Consent Decree reflecting settlement of it's first "AI Bias in Hiring Lawsuit" with an English-language tutoring service for students in China. The play-by-play: In May 2022, the EEOC filed suit against iTutor under the ADEA alleging it "programmed their application software to automatically reject female applicants over the age of 55 and male applicants over the age of 60." (a.k.a. they programmed their software to screen out certain applicants). The #EEOC found that iTutor rejected 200+ applicants solely due to age. But how did the EEOC learn of the illegal programming? And herein lies the problem that employees & plaintiff's attorneys will face with these AI bias hiring claims - the charging party only learned of the company's practice after she was first rejected using her real birthdate and then re-applied and was offered an interview by just changing the birthdate on her application. Asking for a birthdate on an application is generally not a sound employment practice and may have tipped the charging party off to the illegal practice. But as more employers start using AEDTs (automated employment decision tools), it will likely less obvious to an employee that they have been rejected due to a protected trait. Especially at the applicant stage, candidates may lack resources to discover an illegal hiring practice like this. Legislation like NYC's AI Bill (#NYC144) seeks to remedy this by requiring that employers who use AEDTs provide affected employees with notice of the practice (along with details about how the #AEDT works and the data it uses/collects). But until such laws are enacted in the majority of states (or at a federal level), employees like the charging party in the iTutor case will be left with acting on a "hunch" - or in this case, a rolling back of the birthday. And what is to become of the 200+ rejected applicants? Under the EEOC's Consent Decree, iTutor is prohibited from rejecting applicants based on sex, must adopt anti-discrimination policies, conduct antidiscrimination training, and invite rejected applicants to re-apply (in addition to paying them back pay and liquidated damages in the total amount of $365,000). While the iTutor case was a situation of intentional software programming to screen out applicants, the EEOC's enforcement actions show it is serious about its #AIBias initiatives. Speaking at a conference last week, EEOC Chair Charlotte Burrows reaffirmed the EEOC's focus on AI as a "new civil rights frontier" explaining she is "very much a futurist when it comes to AI," highlighting the importance of employers avoiding "letting new tools erode basic values and principles." #civilrights #algorithmicbias #emplaw #aiatwork #futureofwork #agediscrimination

You know how important it is to not discriminate against employees, especially those with protected characteristics. 🙅 But a lot of business owners act in a discriminatory way without realising it. Here are some examples: 1. Unfair hiring practices This includes discriminating against candidates based on their age, gender, race, religion, disability, or other protected characteristics during the hiring process. 2. Pay This includes providing certain groups of people with better pay and benefits packages, based on their sex, age and background. 3. Unequal opportunities Similarly to pay, you could be offering opportunities to your employees unfairly. 4. Language and cultural bias Because of someone’s language or culture, you may treat them differently. 5. Reasonable accommodations If you refuse to accommodate a special requirement, this could also be classed as discriminatory. Want to make sure you’re a fair and inclusive employer? Get in touch with us today. #recruitmentstrategy #lookingfortalent #hrconsultancy

DISCRIMINATION IN THE HIRING PROCESS & WORKPLACE 2024 and we're still talking about this ..... as a collective we really need to do better Just a quick reminder to all that Discrimination in the workplace is illegal! The definition - "Discrimination is when you are treated unfairly compared to others because of a personal attribute about you rather than your ability to do your job. It can be intentional or unintentional, direct, or indirect or even positive discrimination." I've heard a lot of stories about discrimination floating around recently ranging from; - Candidates being rejected due to foreign sounding names - Someone being rejected because they were to young (Not to inexperienced, to young) - Companies asking for only female applicants because they had to many men - Someone being rejected because they had young kids and wouldn't be "as dedicated to the job" - Someone hiring a candidate who wasn't as good as others because they ticked a ethnic minority box for the company All of the above are discrimination and 100% unacceptable As a recruiter I wont: - Send you people with more English sounding names - Send you people to tick an ethnic minority box - Send you candidates with no kids ...... I'll send you the best person for the job based of the skills and experience required. That's it. As a collective we are all responsible for calling out this behaviour when we see it rather than just sitting by and allowing it to happen. DISCLAIMER - These are stories I've heard of via candidates/contacts in my network not clients of mine or personal experiences thankfully

You know how important it is to not discriminate against employees, especially those with protected characteristics. 🙅 But a lot of business owners act in a discriminatory way without realising it. Here are some examples: 1. Unfair hiring practices This includes discriminating against candidates based on their age, gender, race, religion, disability, or other protected characteristics during the hiring process. 2. Pay This includes providing certain groups of people with better pay and benefits packages, based on their sex, age and background. 3. Unequal opportunities Similarly to pay, you could be offering opportunities to your employees unfairly. 4. Language and cultural bias Because of someone’s language or culture, you may treat them differently. 5. Reasonable accommodations If you refuse to accommodate a special requirement, this could also be classed as discriminatory. Want to make sure you’re a fair and inclusive employer? Get in touch with us today. #recruitmentstrategy #lookingfortalent #hrconsultancy

However, certain credentials made applicants with a criminal record more likely to be hired than similar applicants without a criminal record who lacked those credentials. https://lnkd.in/eAv8KkXc #PeopleAnalytics #CognitiveDiversity #HRTech #PulseSurvey #OptimizeTeamSuccess #EmployeeEngagement #Culture #HackingHR #Synchronize #Development #Synctrics #Learning #DisruptHR #Goalvana #Reputation

Who gets Unfairly Treated when Applying for a Job? ⛔️ The law is supposed to protect applicants, but who is (still) less likely to get a 'call-back' when applying... A large meta-analysis (169 studies) of 'Correspondence Experiments' - that's where researchers make matching pairs of job applications to live jobs, the only difference being the inclusion of a piece of information signaling membership of a particular group - reveals the following: ⦿ Minority ethnic candidates receive, on average, about one-third fewer positive responses to their applications than their majority counterparts. ⦿ Unequal treatment of applicants on the basis of disability, age, attractiveness and aspects of sexual orientation is equally problematic (about two-fifths reduction). ⦿ There's modest evidence of discrimination based on religion, wealth, and marital status. ⦿ Discrimination against older candidates is greater in Europe than the USA (half versus about one-third reduction). ⦿ When controlling for group and country there appears to be little decrease in discrimination over time (data runs from early 2000s to 2020). Takeaway: Correspondence testing of this sort allows for causal interpretation. There is systematic discrimination across protected groups. Unequal treatment is unfairly hampering access to the labour market and so likely to be diminishing diversity within the workforce. 👉 Lippens et al (2023): https://lnkd.in/ehcqvqey ♻️ Repost if you think this would interest your colleagues or network. * Table, below. Change in positive call-backs, compared to control group, represented by blue diamonds. Error bar illustrates 95% confidence intervals. For the studies included, statistically insignificant results are greyed out.