NEW: We filed a complaint with the Federal Trade Commission against Aon for deceptively marketing their online hiring assessments as “bias-free,” even though the tests likely discriminate against people based on characteristics like race or disability. Employers should not use online hiring products falsely claiming to be bias free that still carry a high risk of discrimination.
ACLU’s Post
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The ACLU has filed a complaint with the Federsl Trade Commission “against Aon, a major hiring technology vendor, alleging that Aon is deceptively marketing widely used online hiring tests as ‘bias-free’ even though the tests discriminate against job seekers based on traits like their race or disability. The ACLU and co-counsel have also filed charges with the Equal Employment Opportunity Commission (EEOC) against both Aon and an employer that uses Aon’s assessments on behalf of a biracial (Black/white) autistic job applicant who was required to take Aon assessments as part of the employer’s hiring process.” #TitleVII #Race #Discrimination #ArtificialIntelligence #Applicant #Screening #Bias #DisparateImpact https://lnkd.in/eAR_sgmk
The Long History of Discrimination in Job Hiring Assessments | ACLU
https://www.aclu.org
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Last week Claire Cain Miller and Josh Katz of The New York Times reported the findings of a study that sent 80,000 fake resumes to 100 well-known U.S. companies to examine hiring practices and discrimination barriers in HR: https://lnkd.in/exkYE7ec We’ve seen these stats before, so why is this different? 🎤The study name-dropped the companies responsible for specific discrimination patterns. The findings 🔎: ➡︎ Employers contacted applicants they perceived to be white, on average, 9.5% more than the presumed Black applicants ➡︎ 1/5th of the total surveyed companies contributed to almost ½ of the difference in callbacks between White applicants and Black applicants ➡︎ 2 companies,(Named in the report) showed a clear preference for White applicants - one company contacted White applicants 43% more often than Black applicants, while the other showed a preference for White candidates by 33%. Most of these findings, while disappointing, are unsurprising: marginalized employees have been sharing their experiences with identity-based discrimination in workplaces for decades. This article makes a stand for a great place to start: with accountability. 💡 [ How do our communities hold organizations accountable for treating people equitably? And when does holding them accountable cross into the realm of consequences? ] #InclusiveWorkplaces #HumanResources #WorkplaceAccountability #EthicalHiring #DEI
What Researchers Discovered When They Sent 80,000 Fake Résumés to U.S. Jobs
https://www.nytimes.com
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Are you familiar with the Ban the Box campaign? ☑️ Launched in 2013, the goal of the campaign is to remove the checkbox on job applications asking about criminal records. To make sure people with previous convictions are judged on their qualifications and skills, not their criminal record. Because being at work can have a tremendous effect on a person! ✅ It helps to give structure & direction. ✅ Improve skills & develop new ones. ✅ And support ourselves & family. Yet for those with a criminal record, stigma & lack of awareness often leave many locked out of the job market. Many employers will automatically refuse to consider you. And most will discriminate. But… the Ban the Box campaign found that: → 35% of employers said removing the question helped solve skill shortages. → Ex-offenders in employment are 34% less likely to re-offend. 11.7 million people in the UK have a criminal record. ↳ That’s roughly 17% of the UK! This is a massive talent pool. We want to help employers discover the potential underrepresented talent can bring. As helping people build better lives is crucial for creating safer communities.
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Age discrimination is an insidious barrier that affects countless professionals, regardless of their expertise or passion. It's disheartening to see talented individuals sidelined simply due to their age, losing out on opportunities where they could truly shine. Hatzel & Buehler, a commercial electrical contractor, agreed to pay $500,000 to settle EEOC claims that a vice president rejected job applicants due to their age. The VP allegedly told a recruiter that a 65-year-old candidate was not within his “ideal age range” of 30-45. This case underscores the importance of addressing workplace harassment and age discrimination to create a supportive, productive, and inclusive work environment. Read the rest of the article here: https://lnkd.in/eBVm-BEk I would love to hear your thoughts and experiences on this important topic. Contact me to learn how to combat age discrimination and create a workplace where all employees are valued and respected. #WorkplaceInclusion #AgeDiscrimination #HarassmentPrevention
Electrical contractor settles EEOC claims that VP refused candidates outside of ‘ideal age range’
constructiondive.com
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#fairchancehiring is good for us all. When people have second chances, it benefits our workforce and our communities. Check out this article from Cornell University explaining 9 common myths about hiring people with criminal records and why doing it is good for employers, workers, our economy, and for people: https://lnkd.in/eZtdbSD
9 Myths About Hiring People with Criminal Records
ilr.cornell.edu
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Are your organization’s entry level hiring practices helping or hurting? “Some companies discriminated against Black applicants much more than others, and H.R. practices made a big difference.” “researchers sent 80,000 résumés to 10,000 jobs from 2019 to 2021. The results demonstrate how entrenched employment discrimination is in parts of the U.S. labor market — and the extent to which Black workers start behind in certain industries.” #hiring #HR #jobs #discrimination #soicetalimpact #economicimpact #management #leadership
What Researchers Discovered When They Sent 80,000 Fake Résumés to U.S. Jobs
https://www.nytimes.com
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In today's edition of the OFCCP Week in Review, get the latest on EEOC's involvement in a job seeker's AI bias lawsuit, NLRB's Join Employer Final Rule, the Pregnant Workers Fairness Act, and more!
OFCCP Week in Review: April 15, 2024
https://directemployers.org
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The Equal Employment Opportunity Commission (#EEOC) has issued its new "Enforcement Guidance on Harassment in the Workplace," replacing its previous guidance from 25 years ago. While not legally binding, this guidance offers crucial insights into the EEOC's interpretation of federal laws against harassment. Employers are advised to review the new guidance, update their policies, and consider additional training for supervisors to prevent harassment in the workplace. Thompson Coburn's labor and employment attorneys Susan Lorenc and Amy Oslica Dougherty explain the guidance and what’s next for #employers. Check out the full alert here: https://bit.ly/4a8gKMy #laborlaw #employmentlaw #EEOC #enforcementguidance #workplaceharrassment
EEOC Issues Enforcement Guidance on Harassment for the First Time in Years
thompsoncoburn.com
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Accomplished Senior HR Professional / Implementations of HRIS & ATS systems / Talent Acquistion, Onboarding & Mgmnt / Team Development / Passionate about system integrity, team success through training & sense of urgency
This article talks about age discrimination claims on the rise.....I have read the same, that they have risen in some areas from around 10% to now a closer 36%. EEOC was created to combat this, but we continue to see discrimination, at all levels. Time to go back to hiring the right fit, NO MATTER WHAT! It helps businesses grow and profit, allowing for additional hiring.
What not to write in job postings
hrdive.com
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Revealing Persistent Racial Bias in the Job Market: From 2003 to 2024 A recent study, sending 80,000 fake resumes to U.S. firms, highlights ongoing racial bias in hiring. This mirrors findings from a 2003 study showing a similar trend. Both studies reveal significant callback disparities based on perceived race, underlining the persisting challenge of employment discrimination. Despite two decades of progress, these findings urge businesses to reevaluate and reform their hiring practices to foster true equality and diversity in the workplace. Recent Study: https://lnkd.in/eHMYnXz4 2003 Study: https://lnkd.in/e-ctWy_V #HiringBias #WorkplaceEquality #DiversityAndInclusion #SocialChange #BusinessEthics
What Researchers Discovered When They Sent 80,000 Fake Résumés to U.S. Jobs
https://www.nytimes.com
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