What Julie has witnessed at her job is none to uncommon. Many companies large and small to this day look at minorities as a distraction, they also think they are not able to perform the job as well as non-minorities, and even think that minorities are a nuisance in the work place. For the owner of the small company that Julie works for he believes “We seem to be more comfortable and productive when we don’t have too much diversity”. Julie knows that this is not right and is at odds as to what she should do.
Here is my proposal to Julie for a new hiring practice.
1: Each viable and qualified candidate should be interviewed before they are rejected.
2: A copy of the Affirmative Action and Equity Employment data should be sent to all applicants.
3: Send a written letter of denial to all applicants that they do not intend to hire, complying with the laws and policies governing the hiring process.
4: Be specific about what we are hiring for, write a specific job description. Then hire from those applicants the right person for the position, regardless of ethnic background or sexual orientation.
The reality is that we are all human and our "filters" will exist regardless of how hard we try to ignore them. The more specific you are about the real expectations of the job, including education, experience and training, as well as culture fit, the better off you'll be as an HR professional in setting your hiring managers up for success.
http://www.boston.com/jobs/hr/hrexpert/articles/100907.shtml Boston works hiring hub. 10/7/2007, Pulled 05/24/2008