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Why recruitment bias is bad for business

When you’re ready to next hire a new team member, have a good look around you. At the same time, peer into the mirror. Is your team disturbingly familiar? Is there a ‘same-same, but different’ approach in your hiring practices? If this is the case, you could be missing out on finding someone who can bring more to the job.

Not looking outside your comfortable circle will hamper innovation, development, and customer relationships. “If you constantly hire people who are just like you, your perspective is limited. so when it comes time to challenge the status quo, to look for that new innovative product or service, those questions never get asked,” says Asnicar.

While it’s true that people may enjoy hanging out with like-minded types in their leisure hours, this is not always the case at work. For example, a division of an aircraft engine company experienced 100 per cent turnover within 12 months after people discovered that they didn’t like working with people who were too much like them.

Why bias is bad

“Implicit bias actually affects the small business owner because they hire firstly in their own likeness. Small businesses don’t have the luxury of hiring for perspective. They often have to have multiple characteristics in one person, because they don’t have a big team,” explains Steven Asnicar, CEO of consulting firm Diversity Australia, who notes there are inherent dangers in the like-for-like approach to recruitment.

Then there’s your customer. Australia’s a multicultural country. We’re young, old and in between; male, female and non-gender specific. And it’s wise to understand the differences in your customer base by incorporating a little difference in your team as well. “If you don’t reflect your customer base, and you don’t understand their needs then you can’t service them properly,” says Asnicar.

 

Different shades of bias

The term ‘implicit’ (or unconscious) bias surfaced earlier this century. It usually signified an unconscious lack of racial diversity or discrimination against a person or persons on the grounds of their race. This is still the case but other forms of bias have come to the party. They include an unconscious bias on gender grounds, sexuality and age. This has led many big businesses to train their people to recognise inherent biases, with a view to creating more diverse workforces.

“Age bias is becoming the most discriminative component of unconscious bias,” says Asnicar. “People are staying longer in the workforce, so that is making them more protective [of their roles] so they tend not to want to hire younger people.” This bias also works in reverse with young teams feeling that older people may not make the cut because of cultural fit.

Lots of smaller businesses hire family members. It’s natural to have an affinity with your kinfolk. They represent continuity – and in the case of children – longevity. But there are dangers to having too many family members involved.

“I often feel it’s very difficult for individuals [who are not related] to work within a family business, because they feel they are under siege the whole time,” notes Asnicar. “No matter what they do, they feel they will be at the bottom of the system. Meritocracy is something everybody craves. They like to get the job on their own merits. With family intervention, that often goes out the door, because families look after family first.”

How to battle bias

The best way for smaller business to focus on fairer hiring is to have a well thought-out procedure around their recruitment processes. ”Small businesses should start structuring their recruitment frameworks in a way that best represents their needs in the future,” says Asnicar.

Have a good look at the makeup of your team and determine what’s missing in the group. When it comes to sifting through the pile of CVs, Asnicar advises that you arrange to have names, genders and ages masked if you can, and avoid over-scrutiny. “I think when you have a small business, you tend to look at every part of the CV and your biases sneak in. A checklist helps guide you though the process and lets you know whether you have made assumptions about a person.”

Employers have begun to use social media platforms, such as Facebook, as the great unmasker of what future employees are actually like. But Asnicar recommends that you resist that temptation. “If you judge their potential job performance and work ethic on that, then you are probably doing yourself a disservice, because their profile may not truly represent them. People at work tend to be more conservative and work hard, as opposed to on Facebook, where they tend to let go and do a few wild things, like posting stupid photos.”

When it’s time to interview, Asnicar again suggests that an unvarying format is the best way to keep bias out of the equation. “You should have a very standard framework for making sure you are measuring an apple with an apple. The consistency of interviewing is now really important, given the amount of legal challenges there are now, where bias is cited.”

Try to have at least one other person in the interview with you, so one person can ask the questions and the other can listen to the candidate’s answers. This allows you to focus on the person, not the baggage you may imagine surrounds them. “You need to have everyone involved in the recruitment really engaged in the process. They must understand that there are legal obligations to treat candidates with respect, fairness and equity and attempt remove unconscious biases from the discussion,” notes Asnicar.

 

SOURCE:  https://www.officeworks.com.au/workwise/business-basics/why-recruitment-bias-is-bad-for-business

President Obama’s Senior Advisor and Elizabeth Broderick Join Women World Changers

Early Bird Ends Friday 28th July – SAVE $200

Diversity Australia is proud to partner with The Growth Faculty in presenting Women World Changers, the premier, all-inclusive, one-day leadership summit designed to drive critical dialogue on the impact and economics of women, diversity and culture on business growth.

Attended by Australia’s top business executives, government and community leaders, both male and female, Women World Changers brings a proven lineup of experts to present the most critical leadership requirements for success in leading and managing Australia’s workforce of the future.

This year our outstanding speaker lineup is headlined by Valerie Jarrett, Senior Advisor to President Obama and Elizabeth Broderick, Australia’s longest serving Sex Discrimination Commissioner (2007 – 2015).

Don’t miss crucial learnings…

  • Adaptability, innovation and agility: How diversity is driving modern business innovation.
  • The implication of the current political and economic landscape and what this means for your business and investments.
  • The economic imperative for closing the gender gap – “Women are half the world’s working-age population but generate only 37% of GDP.” McKinsey
  • Insights into behavioural science; the differences and similarities between men and women and the importance of gender balance in leadership.
  • How to drive cultural change and workplace equality through courageous leadership and engaging middle management.
  • Challenges and opportunities for women’s full engagement in the workplace.
  • Millennial ambition: What drives this hyper-connected, tech savvy generation that will make up 75% of the workforce by 2030? How can leaders harness their contribution?
  • Removing barriers that impede economic development, technology, innovation and business growth.
  • Building a resilient organisation: What are the global trends shaping the Australian economy and how can we invest in employee skills to increase relevance and resilience.

SEE THE AGENDA

LEARN MORE ABOUT OUR SPEAKERS

MELBOURNE & SYDNEY | 9TH & 11TH OCTOBER

BOOK NOW

Non Member Rate: $995 | Diversity Australia Rate: $795 |

Ten Or More Gender Balanced Groups: $650
Early Bird Ends Friday 4th August – Save $200

Platinum Tickets: $1595

*Platinum tickets include reserved front of house seating, an intimate VIP lunch with WWC speakers, full conference material, access to VIP lounge area and cocktail reception
 

Why the ABC is at odds with Diversity Practices

If the ABC were audited for diversity, the report might read something like as follows: “Evidence suggests that the ABC’s organisational culture ­reflects structural discrimination. The staff profile is unrepresentative and produces marginalisation of outsiders or ‘others’. This marginalisation persists due to ­apparent discrimination in recruit­ment and promotion practices. As a consequence, the ABC’s program content reflects bias that reinforces the privilege of insiders while stereotyping and demonising those excluded from the existing power structure. ­Cultural change is required to transform the ABC from an unrepresentative public institution to an organisation that puts the public good ahead of in-group power and privilege.”

From my early years in the ­university sector, I worked for various equal opportunity and anti-­discrimination units. As a part of that work, I conducted ­organisational audits of equity and diversity. After several years, I saw that the movement for equity was ­destroying diversity of the kind that matters in education: ­intellectual diversity. Universities ­replaced the West’s civilisational wellspring of freedom of thought and speech, mastered by learning the art of public reason, with the comparatively superficial culture of skin ­diversity.

In the 21st century culture of public education and media, ­diversity is often measured by skin colour or gender. Diversity of thought is devalued, especially in the arts and humanities.

Despite the spread of discrimination and affirmative action policies across the public sector, little attention is paid to intellectual and political diversity. Rather, the ­equity and diversity agenda has come to resemble what former Canadian prime minister Pierre Trudeau considered the Maoist approach. In the book Two Innocents in Red China, he praised Mao Zedong’s approach to racial minority groups because it did “not try to assimilate them but … make them understand the ­blessings of Marxism”. Trudeau pioneered a nationwide policy of ­multi­culturalism. The multi­cultural ideal was a diversity of races united in ideological conformity to ­Marxism.

“The ABC’s political bias seems most apparent in stories related to border security, immigration, iden­tity politics and Islam.”

The diversity agenda sometimes reflects the founding ideal of multicultural policy: a culture where race or gender diversity is encouraged as long as members conform to PC ideology. Islamic activist Linda Sarsour is celebrated as a leader of the US women’s march despite appearing to wish for violence against women who disagree with her. On Twitter, Sarsour wrote of two dissidents: “I wish I could take their vaginas away — they don’t ­deserve to be women.” One of her would-be victims was ­author Ayaan Hirsi Ali, who ­suffered ­female genital mutilation as a child. Apparently that wasn’t enough.

The ABC has not admitted to a lack of political diversity in its staff profile or systemic political bias in its programming. Yet the largest survey in 20 years of political attitudes among journalists found that 73.6 per cent of ABC journalists support Labor or the Greens. The Sunshine Coast University ­research also found that 41.2 per cent of ABC staff surveyed voted for the Greens. As Chris Kenny wrote in The Weekend Australian, the “federal vote ceiling” for the Greens is just over 10 per cent. On those figures, the ABC’s staff ­profile is highly unrepresentative of the Australian general public.

The ABC’s political bias seems most apparent in stories related to border security, immigration, iden­tity politics and Islam. Many believe that the ABC pushes the PC party line backing porous borders, minority politics and the ­censorship of dissenters under dis­crimination law while demonising border integrity, conservatism, ­Judeo-Christianity and Western civilisation. In 2014, the broadcaster admitted that its reports that the navy had burned refugees were wrong. A previous audit found bias in ABC reporting on Tamil asylum-seekers.

Last week’s 7.30 was criticised for bias against Christians after presenters inferred that evangelical or conservative Christianity could lead to domestic violence. ABC presenter Leigh Sales said: “We talk about women in Islam but statistically it is evangelical Christian men who attend church sporadically who are the most ­likely to assault their wives.” To my knowledge, there is no cross-country research comparing male violence against women in Islamic and Christian communities. The relevant study cited was by American researcher Steven Tracy.

A series of lies by omission ­resulted in the perception that conservative or evangelical Christianity can lead to domestic violence. For instance, the ABC omitted Tracy’s related finding that: “Conservative Protestant men who attend church regularly are … the least likely group to ­engage in domestic violence. The ABC also omitted interviews that conflicted with the presenters’ line of commentary.

Ean Higgins ­reported that Sydney’s Anglican Archdeacon for Women Kara Hartley was interviewed for over an hour by Julia Baird. Hartley spoke at length about the church’s positive work in combating domestic violence. Her comments were excluded from the program.

Brisbane’s Catholic Archbishop Mark Coleridge responded to an ABC ­request for comments about a ­related essay by Baird and Hayley Gleeson. The ABC reported falsely that he had not responded.

It should go without saying that domestic violence is an abhorrent form of abuse to be condemned without reservation. Research on causation should be funded where preliminary research finds specific attributes correlated with higher rates of abuse. The public often funds such research and should be informed also when certain ­attributes are correlated with lower rates of abuse. The ABC ­neglected its public duty when it omitted the positive work of ­Christian churches in preventing domestic violence and the ­research finding that: “Conservative Protestant men who attend church regularly are … the least likely group to engage in domestic violence.”

In the coming 7.30 on violence against women in Islam, we might expect the ABC to consider the status of women under sharia. It might look at the prevalence of ­female genital mutilation and child marriage in Islamic countries and communities. It might consider why Islamic states enter the most reservations to the UN Convention on the Elimination of All Forms of Discrimination Against Women and justify it by appeal to sharia. Alas, we’re more likely to hear yet another version of: “We talk about women in Islam but … ” and find the blame shifted to the standard victims of politically ­correct thought.

SOURCE: http://www.theaustralian.com.au/opinion/columnists/jennifer-oriel/diversity-of-thought-practically-whitewashed-by-pc-ideology/news-story/9d16179ec45fe24f6b05072f64540ec7

Diversity at a new level – A Female Doctor Who Will Ensure The Show Isn’t Stuck In A Time Capsule

Beware the female Doctor Who dares to challenge the status quo.
First thing Monday morning I received an urgent text from a friend: “Have you heard about The Doctor?”

My friend is actually a medical doctor so she could have been referring to a professional matter, but I knew exactly what she meant. “Yes,” I replied. “Isn’t it wonderful?”

For those who are not avid Whoviansit must be said that the BBC television show ‘Doctor Who’ refers only to the title of the show. In the story, the title character is only ever referred to as ‘The Doctor’, a Time Lord and extra-terrestrial being from the planet Gallifrey who explores the universe in a legendary time machine, the T.A.R.D.I.S. To clarify for non-nerds, the TARDIS refers to Time and Relative Dimension in Space.

The very fact that the title is ‘Doctor Who’ is indicative of the changing nature of this protagonist. It is not called ‘Doctor Him’ or ‘Doctor Who must only be a male doctor’. You see, ‘Doctor Who’ is actually a question and the BBC has now given us 13 different answers.

I suspect that history will also show that, far from diminishing the appeal of Doctor Who, Jodie Whittaker’s reign as the 13th Doctor will likely broaden the appeal of the show to include many more fans

For those people who are not fans of the cult series, I really don’t understand why so many of you are getting upset about a show you don’t even watch.

And for those who are genuine Whovians, the entire premise of the show is based on the concept of bodily regeneration, when a physical injury appears to risk the life of the Doctor. Statistically speaking, after 12 incarnations in a male body, the probability of regeneration into a female body has to be pretty high.

Indeed, it was almost going to happen after the departure of the 11th Doctor, Matt Smith. Although anyone who has enjoyed the genius of Peter Capaldi could never doubt he was the absolute best choice for Doctor 12.

In the case of Capaldi, the transition from a youthful doctor (Smith) to a mature-aged one (Capaldi) barely ruffled a feather. Okay, it seems we are fine with age diversity in the regenerations of The Doctor.

But, some feathers were indeed ruffled when Jodie Whittaker was announced as the 13th and first female Doctor by the BBC after the Wimbledon final on Sunday evening in London.

On a lighter note, the announcement has spawned a series of memes and videos that have been incredibly funny. The best of these was done by ‘SBS: The Feed’ who created a video about a Doctor Who Helpline for devastated male fans:

But the reaction from some quarters to this reinvention has been overtly hostile, and I think reveals a level of discomfort with seeing women taking on roles traditionally held by men.

Breaking stereotypes and challenging established notions of power will always make uncomfortable those who benefit by maintaining the status quo. As with any change, however, there always has to be a first before there is a second, and then a critical mass that changes the norm.

When Joanne Rowling handed in her manuscript for ‘Harry Potter and the Philosopher’s Stone’, her British publisher insisted on using her initials only. She did not have a middle name so borrowed the letter ‘K’ from her grandmother’s name, Kathleen. The publishers thought that ‘Harry Potter’ was a book that would appeal to boys and they did not want them finding out that it had been written by a woman.

The success of the book soon outed J.K. Rowling’s gender. The ‘Harry Potter’ series has gone on to become one of the most successful book series in publishing history. The publishers seriously underestimated young boys who didn’t seem to care the books had been written by a woman. The book series appealed to a universal fan base not defined by gender, culture or age.

Likewise, the casting of Noma Dumezweni, a classically trained and, yes, a black actor, as Hermione Granger in the West End production of ‘Harry Potter and the Cursed Child’ that opened in mid-2016, was also met with controversy and accusations of ‘political correctness gone mad’.

Noma went on to win a Lawrence Olivier award for her portrayal of the middle-aged Hermione, the show has been a critical success and continues to play to sold-out daily audiences. As a huge fan of the book series, I was lucky enough to get tickets to the play in London late last year and I was not disappointed.

Most of the people who deplore deviations from traditionally ‘white’ or traditionally ‘male’ heroes and heroines tend to also be majorly invested, even subconsciously, in preserving their role as the dominant group in the culture.

But this is not how art works, nor literature, television or film. As creative forces, they must carry on challenging stereotypes, telling stories through different eyes, showcasing diverse narratives and continuing to reflect and make commentary on what is going on in society.

I suspect that history will also show that, far from diminishing the appeal of Doctor Who, Jodie Whittaker’s reign as the 13th Doctor will likely broaden the appeal of the show to include many more fans, especially children who will now being able to imagine themselves as a Time Lord rather than only ever being able to aspire to be a mere companion.

Source http://www.huffingtonpost.com.au/lisa-annese/a-female-doctor-who-will-ensure-the-show-isnt-stuck-in-a-time-c_a_23038731/?utm_hp_ref=au-homepage

Human Rights Commission-led Corporate Diversity Drive Rebuffed

The Turnbull government empowered by an angry backbench has rejected a Human Rights Commission-led campaign for ­racial and cultural diversity ­targets to be pushed on corporate Australia.

The commission’s July 2016 reform blueprint, Leading for Change,recommended that ­organisations consider “sending signals on cultural diversity” by collecting data on the cultural backgrounds of employees in ­addition to the setting of aspir­ational targets. The blueprint ­defines cultural diversity as differences based on “race, ethnicity, ancestry, language and place of birth”.

Liberal MPs were yesterday in open rebellion against the commission’s diversity campaign, warning against any steps that amounted to “racial profiling” of employees. They also urged newly appointed commission president Rosalind Croucher to ensure the body did not become a “commission to implement left-wing policy”.

Social Services Minister Christian Porter yesterday rejected the substance of the commission’s ­report, upheld the autonomy of businesses to employ people on merit and defended Australia as a successful multicultural society.

Mr Porter told The Australian there was no need for the ­proposed targets. “Anyone who has actually visited Australian business and professional organisations can see that the embrace of diversity is on plain display,” he said. “Decisions on the make-up of organisations’ leadership and diversity are matters for them … Government has no plans to ­implement recommendations from this report.”

Race Discrimination Commissioner Tim Soutphommasane has recruited a range of senior ­organisations into the diversity campaign, including leading figures from the public and private sectors. A Leadership Council on ­Cultural Diversity — chaired by Dr Soutphommasane and established in December — includes ABC managing director Michelle Guthrie, Department of Prime Minister and Cabinet secretary Martin Parkinson, PwC chief executive Luke Sayers and ­Commonwealth Bank chief executive Ian Narev.

Speaking last year at the ­University of Sydney, Dr Soutphommasane noted that 95 per cent of the chief executives of ASX200 companies had either an “Anglo-Celtic” or “European” background and argued there was evidence to suggest “organisations understand leadership in ways that privilege ‘Anglo’ cultural styles.”

Victorian Liberal senator James Paterson criticised the push by the commission as a “bit creepy” and questioned the objective of the campaign.

“Will the Human Rights Commission be satisfied if every single organisation perfectly reflects the community in age and sexuality and race and every other different characteristic — because that’s the logical conclusion of this,” Senator Paterson said. “You don’t need a racial profile of your workforce to ensure that it’s diverse … Where does this end?”

Tasmanian Liberal senator Eric Abetz cautioned there was a degree of artificiality about encouraging targets that could create resentment if people believed they had been overlooked or promoted because of their cultural background. “I just think it’s fraught with difficulty and social engineering,” he said.

Queensland Liberal National MP George Christensen said the commission was “out of control” and “overstepping the mark.”

“Not having someone of a particular gender or a particular ethnic minority group in a management position of a company is not a human rights abuse,” Mr Christensen said.

“I really do hope that the new president of the Human Rights Commission will take a long hard look at this sort of nonsense. It is not a commission to implement left-wing policy.”

When contacted by The Australian, the commission clarified it was not seeking to impose compulsory quotas on businesses but was instead encouraging the adoption of aspirational targets.

The 2016 reform blueprint — which was produced by a working group comprising members of Telstra, PwC, Westpac and the University of Sydney’s Business School — argues that “a strong case exists for including targets as part of one’s diversity and inclusion policies”.

“Targets are voluntary goals adopted by an organisation at its discretion, whereas quotas refer to goals that are mandated by an external body and imposed upon an organisation,” it says.

Some businesses have already adopted aspirational targets. PwC Australia hopes that 30 per cent of its partner admissions will come from a “diverse cultural background” by 2020.

 SOURCE:  http://www.theaustralian.com.au/national-affairs/human-rights-commissionled-corporate-diversity-drive-rebuffed/news-story/2df5819053248db916887f361490b27d

Corporate’s Caught Napping on Gender Diversity

As an entrepreneur, Ms Liu founded The Dream Collective in 2012 because she was confronted by the lack of leadership development opportunities for young women in the workplace.

She says Australian corporate leaders are doing it wrong, and need to get better at “walking the talk”.

Research shows that for every $10 invested into senior leaders, less than $1 is invested into the frontline leaders, even though this is where the valuable changes will be made.

“Australian corporates need to shift their approach from focusing on the senior executive level to turning their attention to the pipeline of young female talent coming through their doors,” said Ms Liu, who also co-founded, Australia’s first job share matching technology platform Gemini3.

“Businesses should be investing in the entry-level career women because these frontline professionals are the nation’s next generation of female ­leaders.”

The number of women in the bottom ranks is disproportionate to the number of women at the top, and this is not a standard we want for Australia’s business landscape.”

Ms Liu said The Dream Collective started as a passion project, but now operates in Sydney and Melbourne with plans to launch in Singapore and Tokyo by the end of 2017.

It partners with corporate brands such as Vodafone, Coca- Cola Amatil and Facebook to deliver leadership and corporate training programs, and is busy working on a micro-documentary series with those brands to be showcased at a premiere in ­Sydney this week.

Coca-Cola Amatil’s HR group director Libbi Wilson said fostering greater diversity within the boardroom is critical for businesses.

“An organisation needs a culture of flexibility, not just flexible options for women,” she said.

According to Vodafone Australia’s head of organisational effectiveness, Vanessa Hicks, the technology sector must strive to be an exemplar on the issue of gender diversity.

“The technology and telco industry is placing particular focus on females and STEM and it’s something we see as critical to improving diversity,” she said.

Facebook’s ANZ recruiter Sammie Hall said offering workplace flexibility was an important catalyst in encouraging greater female participation, but there was no set formula for ­success.

“The challenges for each individual would almost certainly be different but some of the ‘enablers’ might be universal,” she said.

SOURCE: http://www.theaustralian.com.au/business/technology/corporates-caught-napping-on-gender-diversity/news-story/8cdc64390f187e336e7c62a09afbbf23