Finally get that promotion? Get exclusive content, tips and tools to help you excel.
Implicit bias occurs when individuals make judgments about people based on gender, race or other prohibited factors without even realizing they’re doing it.
Is your employee handbook keeping up with the changing world of work? With SHRM's Employee Handbook Builder get peace of mind that your handbook is up-to-date.
Build competencies, establish credibility and advance your career—while earning PDCs—at SHRM Seminars in 12 cities across the U.S. this spring.
#SHRM18 will expand your perspective – on your organization, on your career, and on the way you approach HR. Join us in Chicago June 17-20, 2018
Members may download one copy of our sample forms and templates for your personal use within your organization. Please note that all such forms and policies should be reviewed by your legal counsel for compliance with applicable law, and should be modified to suit your organization’s culture, industry, and practices. Neither members nor non-members may reproduce such samples in any other way (e.g., to republish in a book or use for a commercial purpose) without SHRM’s permission. To request permission for specific items, click on the “reuse permissions” button on the page where you find the item.
SAN FRANCISCO—It's possible to find both fit and diversity in a job candidate.In fact, one way to do that is to adopt the approach used by judges on the TV show "The Voice," said Mary Ila Ward, SHRM-SCP, owner of Horizon Point Consulting Inc., a talent management service in Decatur, Ala. The judges assess singers through blind auditions so that they don't focus on physical characteristics. "Just pull out your Sharpie and mark out things [on resumes] that are not relevant [to performing] the job," Ward told attendees at the Society for Human Resource Management 2017 Diversity & Inclusion Conference & Exposition here Oct. 23. Irrelevant information might be the applicant's name, where the person went to school, the year he or she graduated, and the applicant's address. This helps guard against negative bias about gender, race or age, and against favoring someone based on where they went to school or what part of the country they come from. Applying a "Sharpie mentality" is a strategy that resonated with conference attendee Angela Dampeer, SHRM-SCP, associate vice president of HR at Texas Wesleyan University in Fort Worth, Texas. and the school's Title IX coordinator. "Look at personality traits and skills that individuals have instead of 'does this person look like me or sound like me?' " she said.[SHRM members-only how-to guide: How to Develop a Diversity and Inclusion Initiative]Ward noted that an employer can determine a job candidate's fit with the organization through prescreening and interview questions. For example, if an employer values initiative, it might ask an applicant to talk about a time when, absent clear direction, he or she completed an assignment.She advised diversity and inclusion professionals to think about where they can find job candidates. People with autism, for example, often have traits—focus, attention to detail, precision—that make them good candidates for software testing. Employers looking for people with those traits, she said, might want to consider sources such as the AutismJobBoard website.It's also important to be aware of your own biases—whether they are negative or positive—so you can address them, Ward said. She told how her young son noticed that his little sister's collection of princess dolls didn't include any with dark skin. Many of the dolls had been gifts from relatives and reflected the blond, blue-eyed child, so the lack of diversity in the collection was something Ward had never thought about, she said. That was remedied when she took her son shopping to buy his sister a birthday gift. He walked to the toy section and returned with a Princess Tiana doll from Disney's animated film, "The Princess and the Frog." In one simple, decisive move, he had diversified his sister's collection.
Was this article useful? SHRM offers thousands of tools, templates and other exclusive member benefits, including compliance updates, sample policies, HR expert advice, education discounts, a growing online member community and much more. Join/Renew Now and let SHRM help you work smarter.
You have successfully saved this page as a bookmark.
Please confirm that you want to proceed with deleting bookmark.
You have successfully removed bookmark.
Please log in as a SHRM member before saving bookmarks.
Please sign in as a SHRM member before saving bookmarks.
Please purchase a SHRM membership before saving bookmarks.
An error has occurred
Recommended for you
CA Resources at Your Fingertips
SHRM’s HR Vendor Directory contains over 3,200 companies