Archives October 2021

Recently, a Hispanic woman named Leann created a series of TikToks. She said that she didn’t get interviews after applying for multiple positions at a specific company. She disclosed that she is Hispanic in her application’s Voluntary Self-identification section.

After Leann reapplied as “white” in applications for the same positions, she got interviews.

Leann’s experience prompts the question, “Why do companies as for the Self-identification information?”

We all know that it is illegal to discriminate in hiring for specific targeted groups. But did you know that the US government incentivizes companies to hire employees through a Work Opportunity Tax Credit? The US gave $3.8 Billion in Work Opportunity Tax Credit in 2020 to companies of all sizes!

If companies save so much money by hiring people from target groups and it’s illegal to discriminate intentionally, why do some companies discriminate?

When companies violate federal and state laws, it may be attributed to oversight or lack of understanding. Another reason is that some companies may allow managers access to self-identification information, which may enable them to interject their conscious or unconscious bias. There are also instances where there is a lack of knowledge about regulations. Leann also brought up that the Applicant Tracking Systems may be programmed to reject specific candidates.

According to Scott Kukowski from Career Branding Experts, “there is no 100% correct answer since the impact is entirely dependent on the person who has access to the information. Choosing not to identify has a slight risk that they may eliminate your application from companies taking a concerted effort to grow their diversity. Whereas choosing to identify runs a higher risk that someone may discriminate against you.

The Career Branding Experts’ coach concluded by saying, “If you are in a protected or target group and applying in today’s job market, I suggest that you evaluate the company by looking at online reviews or performing informational interviews to assist you in making the decision to disclose self-identifying information.”

Have you encountered discrimination in the hiring process? If so, please leave a comment below.

Over the past two years, we have seen the most dramatic labor market shift in the last century leading to thousands of unfilled jobs and vacant workspaces. The U.S. unemployment rate shot up to 14.8% in April 2020; the highest rate since data collection began in 1948.

The national quit rate dropped by half a percent in early 2020 then shot back up in 2021 with more than 19 million people quitting their job between March and July 2021.

A Microsoft study identified that 41% of the global workforce would consider leaving their job this year. The study also found that 46% will likely change jobs for remote opportunities. Monster found that 86% of workers feel that their career stalled during the pandemic and 80% do not feel their employer offers growth opportunities.

The pandemic has caused a lot of us to refocus and reevaluate our priorities

Low wages and the desire for more flexibility and happiness are primary reasons for resigning. The other reasons millions of people are quitting are due to increased workloads, lack of flexibility, and limited growth opportunities. The pandemic has caused a lot of us to refocus and reevaluate our priorities.

To retain employees, managers need to listen to their employees, especially when it comes to remote work, work-life balance, and salary. And companies need to develop tailored retention programs that correct specific workplace issues and ensure a healthy and productive environment.