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Um...your argument isn't valid at all at the APPLICATION stage. No one will know your race or about your baby face from an application. The EEO data is kept completely separate from the general application data.
Don't blame your career difficulties on non-existing racism. In fact, white women have benefited the most from pushes to increase diversity in the workplace.
Just because you believe you are the best candidate doesn't make it true.
Not true. Many co's feel women will leave to have babies and they won't hire young women.
EEO survey results are used to determine if the hiring process has adverse impact on all groups surveyed. They are required by the Office of Federal Contract Compliance Programs. Also it is one way to evaluate the effectiveness of recruiting efforts. Individual responses are not shared with hiring officials. Most large employers use automated screening software to prepare a list of potentially qualified applicants who are then screened further by corporate recruiters.
EEO survey analysis is a statistical safeguard against systemic discrimination, including against males and Caucasians. It is important that all applicants respond to the survey to identify any bias.
I have never seen actions that Heidi60 described in private industry. I have sat on both sides of the HR audit table and have a degree in mathematics.
I shared my honest experience in the workplace with those who have a right to be concerned. Associating race and the application in the computer while keeping the actual paperwork separate is deceptive and dishonest. But, if you still don't believe me, then just look at the end result to see who is getting hired.
I shared my honest experience in the workplace with those who have a right to be concerned. Associating race and the application in the computer while keeping the actual paperwork separate is deceptive and dishonest. But, if you still don't believe me, then just look at the end result to see who is getting hired.
I shared my honest experience in the workplace with those who have a right to be concerned. Associating race and the application in the computer while keeping the actual paperwork separate is deceptive and dishonest. But, if you still don't believe me, then just look at the end result to see who is getting hired.
How is it deceptive and dishonest? There is text that clearly tells applicants the providing the data is optional AND has no bearing on the application or hiring process.
If people are worried, then just opt out.
This whole discussion is rooted in the old belief that diverse applicants can never be as good as a white applicant when based on merit. It's time to understand that good candidates come in all races and genders.
Because they did what they were legally required by "separating" the forms for the hiring manager, but they implemented a secret mechanism to control for the desired applicant pool. A mechanism that likely wouldn't be discovered during an audit.
I say...fill out the form honestly. A bad faith employer will be doing you a HUGE favor if they use the data for purposes other than the stated ones.
How is it deceptive and dishonest? There is text that clearly tells applicants the providing the data is optional AND has no bearing on the application or hiring process.
If people are worried, then just opt out.
This whole discussion is rooted in the old belief that diverse applicants can never be as good as a white applicant when based on merit. It's time to understand that good candidates come in all races and genders.
When the data is entered with the applicant's name and other information while claiming to separate the information that is dishonest and deceptive to the qualified person. In my office it was called a non-white bias since they aren't racists...
This assumes that employees in HR are ethical. They are humans like everyone else. I am not disputing you all's experience, but not all HR departments follow the law.
I don't understand, how and what would HR benefit from this?
More will follow the law than the number that won't. What would be the endgame of not following the law? Would a company risk a major legal violation at this stage of the hiring process? I would think most would follow the law at the application stage.
Thank you!
I fail to see any end benefit with HR manipulating the EEO data. Hiring decisions sit ultimately with the Hiring Manager.
We actually should fudge these things. Whether they are used by employers to discriminate in hiring or the government for further balkanization and race-baiting purposes, we shouldn't play along either way.
I fill them out most of the time. I figure it can only help me. If they are looking for a diversity hire, I am it. If they discriminate against me because I am a person of color, they've done me a favor. I know they say it's for statistical purposes only, but you never really know what's occurring on the back end.
^^My thoughts exactly. For this reason, I always fill them out.
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