Opportunities nowadays are much, much wider than those of our grandparents’ generation. No longer are we constrained by our class, race, location or societal values when it comes to choosing our career. Just because Grandad and Dad were greengrocers for years doesn’t mean you have to be too.
Every profession has benefitted from diversity of its employees. Gender bias is a hot topic, and although there’s still work to do in this area, it’s light years away from the ‘50s housewife who chose bringing up her family as her life’s work. Despite leaps made in the workplace, to bring fairness and promote diversity, there are still stereotypical issues around age, for example, amongst other forms of discrimination, to tackle.
Often, it’s not our conscious mind that makes assumptions, but the preconceptions made by our subconscious. ‘Affinity bias’ is the idea that hiring decisions are influenced by stereotypes and outdated values buried deep in our psyche. Even the most competent recruitment web design has the capacity to make a poor decision.
Claire Williams, of Inclusive Employers, says: “Bias is developed over a lifetime of being exposed to more data than our conscious brain can manage, and as a result, the unconscious brain processes 200,000 times more information than the conscious.”
“We all know people who say they know immediately if a candidate is right for the job. This is their unconscious brain at work.” So, if something is so deep-rooted and unintentional, how can it be overcome?
Claire suggests the following:
Question your first impression of a candidate: your first impression is likely to be from your subconscious mind; take the effort to also consciously evaluate them on a rational level, based on their performance, skills and experience.
Aim to promote diversity: If recruiting for a long-standing client, consider the current workforce, and whether there’s an opportunity to widen its diversity with your next appointment. Of course, matching the right person to the job role takes precedence over diversity ‘quotas’; however, there are situations when more than one candidate is suitable, and this could become a consideration.
Broaden your network: If you approach the same places, such as specific universities, etc. when attracting talent to your ‘pool’, break the affinity and target new organisations. It’s not always the case that candidates from particular places will be the only ones up to the job.
Don’t rush, and keep up your sugar intake: Both elements affect the portion of your brain you may use. Low sugar levels and decisions made under pressure are more likely to be formed by your subconscious. Sleep on recruitment decisions/referrals; you may see things differently when you’re refreshed and alert.
According to Equality Works: “Workforce diversity has a quantifiable effect on business and performance outcomes. Among the many business benefits of addressing unconscious bias in recruitment are: better decision-making, reduced recruitment costs, and more productive teams.”
Does your website show bias of any kind? For an objective review, or an informal chat about your recruitment website needs, contact Fast Recruitment Websites on 01302 288591.
