3 ms·
What's an example of where the interviews are audited or inspected for "inclusion"? I've rarely heard about that. Usually if an org gets in trouble for alleged
by tabtab 8y ago
What's an example of where the interviews are audited or inspected for "inclusion"? I've rarely heard about that. Usually if an org gets in trouble for alleged "inclusion" problems, it's because of who they actually do hire, not interview. Interview process auditing may be a side-effect of such claims, I suppose. And I would hope the inspectors study the actual job requirements and compare them to the job ad. Thus, putting bogus job requirements in the ad should be penalized. Job ads should match the actual job, not the person(s) one is trying to favor.
- Thriptic 8y agoI can't point to specific suits off the top of my head, but I've seen a few from inside my former employer and heard my friends tell of instances where someone wasn't granted a position and sued on the basis of descrimination. The issue is generally not that an org is descriminating, it's actually generally the exact opposite. The org is trying to institute policy which protects them from these suits and "standardizes" the hiring process. It's typically subunits or managers in the org who get fed up with the process because they can't hire who they want to efficiently, and circumvent it by writing these job descriptions. HR audits these employment calls and has no clue what half the words in the description mean or what the position actually entails, so it is not flagged.