Addressing Hiring Bias

Addressing Hiring Bias

Discrimination based on race and other personal characteristics when hiring new employees distorts employers’ hiring decisions. Consequently, historically excluded groups are denied employment opportunities. Racial bias is of particular concern in the American work environment, where private employers have full discretion to choose employees in a diverse society. Women and people of color have traditionally been excluded in a bid to absorb male whites, as shown in the case.

Diversity education will go a long way to address racial-based and gendered hiring bias (McGuire & Bagher, 2010). The three white males who appeared to exhibit racial bias can be trained on the need to embrace a diversity mindset in the face of globalization. Such training should be individualized to ensure every member is sufficiently trained while addressing their questions. Diversity training fosters a long-lasting diversity culture in the organization.

The hiring team should also consider introducing a likability score to the interviews. Since some hiring team members make biased decisions within the first ten seconds of the interview process based on the people they like, the score will control bias (Knight, 2017). Controlling bias also reduces the extent to which shared interests affect hiring decisions. By introducing a likability score, hiring team members are encouraged to declare their bias towards some interviewees. After the interviews are over, the biased scores are deducted to ensure the best candidate is hired.

The hiring team may also tap into the concept of ethics management to alleviate distorted hiring decisions. The concept requires an organization to treat all employees and customers equally regardless of their status (Tamunomiebi & Ehior, 2019). When applied to the day-to-day running of the business, ethics management transforms ethics into law. To that end, the two ladies on the hiring team may report the other hiring team members to the management for exercising discrimination. The primary goal of ethics management is to monitor all organizational structures to ensure they align with the organization’s diversity objectives.

References

Knight, R. (2017, June 12). Practical Ways to Reduce Bias in Your Hiring Process. Harvard Business Review. https://hbr.org/2017/06/7-practical-ways-to-reduce-bias-in-your-hiring-process.

McGuire, D., & Bagher, M. (2010). Diversity training in organizations: an introduction. Journal of European Industrial Training, 34(6), 493–505. https://doi.org/10.1108/03090591011061185.

Tamunomiebi, M. D., & Ehior, I. E. (2019). Diversity and Ethical Issues in the Organizations. International Journal of Academic Research in Business and Social Sciences, 9(2). https://doi.org/10.6007/ijarbss/v9-i2/5620.

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Addressing Hiring Bias

You are serving on a hiring committee of five people. Additionally, you are one of two women on the hiring committee. You are both immigrants; you are from South America, and she is from France. The other committee members have viewed only white males positively and ranked them higher than other equally qualified candidates, who happen to be women of colour. Please explain how you would address the issue of fairness and ethics to the male members of the hiring committee, including how this may help them see the value of diversity for the organization.