4 ms·

>What you're missing is that many employers don't have the perspective whereby gender, skin color or political views are irrelevant. Biases against gender, race

>What you're missing is that many employers don't have the perspective whereby gender, skin color or political views are irrelevant. Biases against gender, race and religion are part of the reason that many professions have been dominated by certain races, genders and religions (although laws have attempted to counteract this effect.) Yes, but you can mitigate those biases with gender/race-blind hiring practices. This seems like a much fairer and more reasonable option than enforcing quotas.

snowwrestler 8y ago
Blind hiring techniques don't do much, for several reasons. - They only work at the screening stages. Most hiring pipelines conclude with an in-person interview, and that can't be blind. - People are very good at reading between the lines and can often infer race and gender from education and work history alone (or at least, infer deviations from their preferred norms). - It doesn't address the problem of industry pipelines filtering against diversity before the applications ever get to you. - A manager who doesn't want to hire women can just treat a blindly-hired woman badly until she leaves. - It implies to the company that diversity is something that must be hidden rather than something that should be tolerated or celebrated. - It implies to applicants that you have intolerant managers who need to be tricked.
- meowface 8y ago
  There are certainly problems with this approach and it definitely isn't a foolproof way of stopping discrimination, but I'd argue there is a longer and more concerning list of issues with hiring based on quotas. All I know is gender/race-blind hiring works fantastically for things like music auditions. For technology-based jobs where most of the interview process can be done in writing, over the phone, or over a shared virtual whiteboard or document (for coding or drawing diagrams), there's no reason why everything up to the in-person interview can't be as age, gender, and race blind as possible.

snowwrestler 8y ago

Blind hiring techniques don't do much, for several reasons. - They only work at the screening stages. Most hiring pipelines conclude with an in-person interview, and that can't be blind. - People are very good at reading between the lines and can often infer race and gender from education and work history alone (or at least, infer deviations from their preferred norms). - It doesn't address the problem of industry pipelines filtering against diversity before the applications ever get to you. - A manager who doesn't want to hire women can just treat a blindly-hired woman badly until she leaves. - It implies to the company that diversity is something that must be hidden rather than something that should be tolerated or celebrated. - It implies to applicants that you have intolerant managers who need to be tricked.

meowface 8y ago
There are certainly problems with this approach and it definitely isn't a foolproof way of stopping discrimination, but I'd argue there is a longer and more concerning list of issues with hiring based on quotas. All I know is gender/race-blind hiring works fantastically for things like music auditions. For technology-based jobs where most of the interview process can be done in writing, over the phone, or over a shared virtual whiteboard or document (for coding or drawing diagrams), there's no reason why everything up to the in-person interview can't be as age, gender, and race blind as possible.