January 11, 2018

This week in D&I: “Looking for brilliant minds” = Women need not apply

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How do you celebrate winning GOLD in the Brandon Hall Excellence in Technology award? Office dance party, of course!

We’re really proud to be recognized for advances in talent acquisition technology and more committed than ever to helping companies minimize unconscious bias in their hiring decisions.

Read on for a roundup of headlines that got our attention this week, resources you can take back to your team, and recent research findings.

In the news

CES slammed for lack of diversity

2018’s Consumer Electronics Show, the biggest tech convention in the world, won’t have any female keynote speakers at this year’s event. Some notable folks are not having it. But don’t despair: Talent Sonar’s own VP of Sales, Mike Allen, will be at the The Female Quotient/Girls Lounge on Wednesday speaking on the panel “Using technology to overcome unconscious bias: the time is now.” Stop by!

 

Oprah for President

We were riveted by Oprah’s inspiring speech. We chuckled at Natalie Portman’s deadpan delivery for the Best Director award (“And here are the all-male nominees”). But we were also sad that not one male Globe winner mentioned the #MeToo movement or stood in solidarity with their female colleagues. Here’s a great primer on being a better male ally.   

Resources & webinars

[Webinar] Designing a women’s development program for your organization

Jan 25, 2018 at 11:00 am PT

Hosted by Everwise

Recent research

New research finds emphasizing innate genius in job ads deters women from applying

In one study, for example, researchers found that women were less interested in applying to jobs that emphasize brilliance (“intellectual firecracker,” “at ease with complex, abstract ideas,” “sharp, penetrating mind”). Jobs that highlighted dedication (“great focus and determination,” “passionate about the job,” “someone who never gives up”) were much more appealing. At Talent Sonar, we’ve already incorporated much of this research in our Inclusive Job Description tool. We highlight problematic terms like the ones in these studies and suggest better alternatives. See how your job descriptions score!

 

How you promote people can make or break your company culture

A survey of 400,000 workers found that employees who believe promotions are managed effectively are “more than twice as likely to give extra effort at work and plan a long-term future with their company.” So why are so many promotion processes so bad? The problem is that many managers don’t follow a process at all. “A common complaint employees have about their company’s promotions practice is a sense that by the time the job is posted, ‘the fix is already in.’” To combat this lack of faith in the promotion process, it’s important employees know what skills and values are being evaluated.