Thaddeus Posted September 21, 2009 Posted September 21, 2009 If anyone is currently or was previously in the HR department or industry, I'd be curious to hear your take on this. Many organizations now, as part of their hiring process, are undertaking diversity surveys to determine the race and gender of applicants. As far as I've seen, an applicant can choose not to take part in the survey if they feel it's inappropriate. The surveys appear as if they're discriminating against middle-aged white males. From a Human Resources page of a local organization (all-caps is in the original)(Organization) WELCOMES AND ENCOURAGES APPLICATIONS FROM THE DESIGNATED EMPLOYMENT EQUITY GROUPS: VISIBLE MINORITIES, WOMEN, PERSONS WITH DISABILITIES, AND ABORIGINAL PEOPLE.So my questions are two-fold: If an applicant chooses not to answer the diversity survey, are those applicant somehow streamed into a process so that their application either isn't considered, or is given less weight than an applicant that completes the survey?Does an applicant who completes the survey and presents him or herself as a person of color of with a disability, are they given preferential treatment in the hiring process?
Tayla Posted September 22, 2009 Posted September 22, 2009 This process has been going on for YEARS!. Gosh close to 20 years ago anyways in the US. The govt in essences wants to know that the general public is not being discriminated upon. Certain Manuf industries get Federal incentives TO Hire certain ethnic or minority . For example- Hiring a Handicap is an incentive and compensated because the Govt realizes a business must meet then certain building codes and thus its an investment for that employee. Hand rails, bathrooms, hallways, all need revised and the Govt understands this an compensates so to speak. It might be just a tax cut as well. Some Farming industries get incentives for hiring at a younger age to help rural regions families. It is completely voluntary for an Employer to participate. Its also voluntary for the employee although I have seen it placed in employee packets as PART of hiring. I have yet to see gender itself be used except in cases where Govt programs for Urban developement are encouraging Female business owners to apply for *special business Loans*
imani Posted September 29, 2009 Posted September 29, 2009 This thread reminds me of the episode on "The Office" - Diversity Day. Thaddeus, I know you want insightful responses but when I try to think on your question seriously, the character of Michael Scott pops into my head and I can't hardly stop laughing. So sorry. I'll come back when I can be mature about it.
Crzyshizhapns Posted September 29, 2009 Posted September 29, 2009 If anyone is currently or was previously in the HR department or industry, I'd be curious to hear your take on this. Many organizations now, as part of their hiring process, are undertaking diversity surveys to determine the race and gender of applicants. As far as I've seen, an applicant can choose not to take part in the survey if they feel it's inappropriate. The surveys appear as if they're discriminating against middle-aged white males. From a Human Resources page of a local organization (all-caps is in the original)So my questions are two-fold: If an applicant chooses not to answer the diversity survey, are those applicant somehow streamed into a process so that their application either isn't considered, or is given less weight than an applicant that completes the survey?Does an applicant who completes the survey and presents him or herself as a person of color of with a disability, are they given preferential treatment in the hiring process? On question 1. I would say that the external group does become an outlying statistic to the overall score; however, only those who choose to answer will be in the correlation to whether a company is keeping in check with its diversity offerings. On question 2, it really depends on what the company's diversity goals are and if you are referring to new hires versus current staff. A new hire might get a lower paying position, lower executive status, based on diversity goals whereas an experieneced professional already employed with the company gets a higher paying position.....not that this would be discriminitory, experience versus non-experience measured against diversity goals. * disclaimer - observations based on experience.
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