asterisk2a + hiring + privilege   9

Firm 'hides' university when recruits apply - BBC News
There will be a "university-blind" approach to selection, so that the name of the university attended will not be known. The aim is to find students with "potential" and to prevent the recruitment process producing an intake from a narrow range of universities and social backgrounds. "Improving social mobility is one of the UK's biggest challenges," said David Sproul, senior partner and chief executive of Deloitte UK. But Mr Sproul said there was also a "business imperative", as firms needed "to hire people who think and innovate differently, come from a variety of backgrounds and bring a range of perspectives". The move by Deloitte is the latest in a wave of changes by graduate recruiters wanting to look beyond academic results.
social  mobility  Gini  coefficient  corporate  culture  corporate  values  HR  human  resources  hiring  recruiting  recruitment  bias  snap  judgement  prejudice  label  people  management  diversity  gender  inequality  gender  pay  gap  gender  policing  gender  politics  straight  white  male  white  male  privilege  male  privilege  Leadership 
september 2015 by asterisk2a
bethanye Blount Velocity NY 2014 Keynote: "Build a Better Unicorn..." - YouTube
>> lot has already been blogged about how hiring for STEM is somewhat broken - http://techcrunch.com/search/hiring#stq=hiring&stp=1 // because of existing stakeholder look and talk the same and have the same education background. living in their own created bubble. prejudice against everything that is not them. --- thats what I read into the satus quo description. // &! &! OSCON 2013: Laura Weidman Powers, "Diversity in the Innovation Economy" - youtu.be/7HWKXUNrL8g &! youtu.be/oAzW1EmpxLA
Software  Development  HR  human  resources  Leadership  management  people  management  Start-Up  lesson  Start-Up  advice  scaling  economies  of  scale  hiring  hiring  process  pattern  matching  pattern  recognition  gender  bias  selection  bias  confirmation  bias  bias  Privileged  privilege  male  privilege  Silicon  Valley  diversity  Women  in  Tech  STEM  gender-based  discrimination  gender  politics  gender  policing  gender  inequality  straight  white  male  white  male  privilege  ethnic  minority  minority  black  minority  asshole  culture  brogrammer  corporate  culture  jock  culture  Campus 
july 2015 by asterisk2a
Guess Who Doesn’t Fit In at Work - NYTimes.com
[ rejecting an applicant because you don't see a fit is your fault by you limited point of view and field, at the end its about the work not necessarily to bond over drinks, sport, parties, ping pong, strip clubs and rating of porn stars and female co-workers ] Discovering shared experiences was one of the most powerful sources of chemistry, but interviewers were primarily interested in new hires whose hobbies, hometowns and biographies matched their own. Bonding over rowing college crew, getting certified in scuba, sipping single-malt Scotches in the Highlands or dining at Michelin-starred restaurants was evidence of fit; sharing a love of teamwork or a passion for pleasing clients was not. Some (former) athletes fit exclusively with other athletes; others fit only with those who played the same sport. At one hiring committee meeting I attended, I watched a partner who was an avid Red Sox fan argue for rejecting a Yankees supporter on the grounds of misfit. &! tcrn.ch/1FPTK2z values!
HR  human  resources  hiring  bias  gender  bias  selection  bias  confirmation  bias  Silicon  Valley  meritocracy  meritocratic  American  Dream  gender-based  discrimination  sexism  Misogynie  misogyny  diversity  Start-Up  lesson  Start-Up  advice  management  people  management  culture  Toff  Privileged  Establishment  straight  white  male  white  male  privilege  male  privilege  value  creation  corporate  values  personal  values  intangible  value 
may 2015 by asterisk2a
Ellen Pao Says Silicon Valley Isn’t A Meritocracy. It’s Not. | TechCrunch
Pao also took issue with the “pipeline issue” excuse for not hiring diversely. “I hate the pipeline issue,” Pao said. “It allows people to say, ‘I’m doing my best, it’s out of my hands. There’s a whole slew of things that can make it more fair.'” Swisher said she felt the same way about unconscious bias: It allows people to absolve themselves of responsibility for bias. Pao said she did not think Silicon Valley, a place where it’s possible to have all white male meetings all day every day, was a meritocracy. “I think SV aspires to be a true meritocracy … but there is not an even track to success. No. With 6% women in VC, level of funding for women-led startups, it just doesn’t seem that that could possibly be the case.” // bit.ly/1HV44Hg Williams leads unconscious bias workshops that aim to educate employees on the science behind decision-making and encourage a "culture where employees are comfortable with -- & held accountable for -- calling out prejudice, both blatant and subtle.
Ellen  Pao  gender-based  discrimination  gender-based  harassment  Female  Founders  straight  white  male  white  male  privilege  male  privilege  Privileged  Establishment  American  Dream  USA  Gini  coefficient  income  inequality  inequality  gender  inequality  gender  bias  gender  politics  gender  pay  gap  gender  equality  gender  policing  gender  non-conforming  gender  norms  gender  role  diversity  Silicon  Valley  Women  in  Tech  STEM  selection  bias  confirmation  bias  bias  racial  discrimination  ethnic  discrimination  social  discrimination  minority  prejudice  HR  human  resources  hiring 
may 2015 by asterisk2a
Your Chance Of Getting A Job Interview Increases If You're Attractive - Business Insider
If you're a woman, whether you land a job interview could depend on something completely arbitrary — how attractive the hiring manager finds you. // thus resolution ie law to make it mandatory to apply without photo, age (ageism), and only family name. // via http://www.reddit.com/r/FemmeThoughts/comments/2m8g53/a_sample_of_5000_candidate_profiles_that_included/
HR  hiring  gender-based  discrimination  discrimination  gender  politics  gender  pay  gap  gender  policing  gender  inequality  everyday  sexism  sexism  sexismus  Patriarchy  white  male  privilege  straight  white  male  Misogynie  misogyny  feminism  feminist  Public  Policy  Gini  coefficient  inequality 
november 2014 by asterisk2a
This Labor Day, Reflect On Diversity And The Future | TechCrunch
Our increased awareness has meant that more and more news stories have come out about the bad behavior of members of our community. The list is long, from startup CEOs and their fraternity-era emails, to venture capitalists who attempt to turn pitch sessions into romantic evenings. Yet despite such discussions, there remains a virulent group opposed to efforts to make our culture more inclusive, opposition that I honestly have never quite understood. Thankfully, women are starting to get the infrastructure to support their technology careers that they should have had years ago. While shaming is a useful and important tactic, ultimately it is our ability to foster the next generation of female engineers and entrepreneurs that will change our culture for the better.
Women  in  Tech  diversity  gender-based  harassment  gender-based  discrimination  Silicon  Valley  STEM  pluralistic  society  plurality  Year  of  Code  minority  black  minority  ethnic  minority  inclusiveness  HR  human  resources  hiring  Venture  Capital  No  Representation  stereotype  bias  racial  discrimination  gender  discrimination  LGBT  prejudice  labels  label  boxes  education  policy  straight  white  male  white  male  privilege  entitlement  privilege  Privileged  male  privilege  gender  politics  gender  pay  gap  gender  policing  gender  inequality  gender  bias  gender  equality  gender  norms  gender  role  society  western  society  Public  private  education  USA  Gini  coefficient  inequality 
september 2014 by asterisk2a
Diversity and Startups - Y Combinator Posthaven
"Sexism in tech is real. One of the most insidious things happening in the debate is people claiming versions of “other industries may have problems with sexism, but our industry doesn’t.” Both men and women claim this, even though it keeps getting harder to do in the face of shocks like the Tinder texts. We know there is a problem, especially when it comes to starting companies[.]" - // personal values, habits, (culture) will start to reflect internal/corp values and culturehttps://news.ycombinator.com/item?id=8086549
ycombinator  everyday  sexism  sexism  sexismus  gender-based  harassment  gender-based  discrimination  Women  in  Tech  glass  ceiling  gender  inequality  gender  politics  gender  policing  gender  bias  gender  norms  gender  role  gender  conforming  gender  discrimination  gender  equality  gender  non-conforming  gender  gap  bias  judgement  prejudice  stereotype  masculinity  feminism  feminist  equality  inequality  Silicon  Valley  pattern  recognition  pattern  matching  Venture  Capital  boys  club  diversity  pluralistic  society  black  minority  ethnic  minority  minority  LGBT  latino  minority  entitlement  white  male  privilege  alpha  male  male  privilege  Female  Founders  Privileged  privilege  Start-Up  lesson  Start-Up  advice  HR  hiring  jock  culture  Campus  corporate  culture  corporate  values  personal  values  brogrammer  Tinder  GitHub  IAC 
july 2014 by asterisk2a

related tags

advice  alpha  American  asshole  beyond  bias  black  boxes  boys  brogrammer  Campus  Capital  ceiling  club  Code  coefficient  confirmation  conforming  corporate  creation  culture  Development  discrimination  diversity  double  drama  Dream  economies  education  Ellen  empathy  entitlement  environment  equality  Establishment  ethnic  everyday  Female  feminism  feminist  Founders  gap  gender  gender-based  Gini  GitHub  Gladwell  glass  harassment  hiring  HR  human  IAC  in  inclusiveness  income  inequality  intangible  jock  judgement  label  labels  latino  Leadership  lesson  LGBT  Malcolm  male  management  masculinity  matching  meritocracy  meritocratic  minority  Misogynie  misogyny  mobility  Networking  No  non-conforming  norms  objectification  of  opportunity  Pao  Patriarchy  pattern  pay  people  personal  pluralistic  plurality  policing  policy  politics  prejudice  private  privilege  Privileged  process  Public  racial  recognition  recruiting  recruitment  Representation  resources  role  scale  scaling  selection  sexism  sexismus  Sexual  Silicon  snap  social  society  sociology  Software  sport  standard  Start-Up  STEM  stereotype  straight  Tech  Tinder  Toff  token  transgender  transparency  USA  Valley  value  values  Venture  western  white  Women  womens  work  workplace  ycombinator  Year 

Copy this bookmark:



description:


tags: