Perspectives for action and strategies to reduce stereotyping and discrimination in recruitment &...
-
Upload
ireland-gunther -
Category
Documents
-
view
217 -
download
1
Transcript of Perspectives for action and strategies to reduce stereotyping and discrimination in recruitment &...
Perspectives for action and strategies
to reduce stereotyping and discrimination in recruitment & selection processes
Unbiased Selection training programmeFor the best match!
This publication is sponsored by the PROGRESS programme, the Programme for Employment and Social Solidarity of the European Union.
For more information, see: ec.europa.eu/progress. The contents of this publication is the responsibility of the Netherlands Institute for Human Rights and cannot be interpreted as the viewpoint of the European Commission in any way.
2
3
About the Netherlands Institute for Human Rights
Independent Human rights institute
Principal task: to protect human rights e.g., right to protection against discrimination
Rulings in discrimination cases (cf. courts) concerning pregnancy (gender)and hardness of hearing (disability)
Advice, research and projects Example of project: “Discrimination-free
Recruitment and Selection in Access to Labour Market”
4
Module 1: Discrimination and stereotypes What is the nature of stereotypes and how does
stereotyping work? What is the connection between stereotyping and
discrimination? To what extent is discrimination recognised and
acknowledged and how can real-life discrimination be proven?
What does the law say about discrimination in finding employment?
What is the interest for employers and employees in discrimination-free recruitment and selection processes?
5
6
Assignment: who has the ‘X’ factor?
Which stereotypes appear in this video?
Discuss in pairs: can you describe a situation in which you found yourself having stereotypical notions about a group/individual, for which you felt ashamed later on?
7
How about your implicit stereotypes?
Internal test Harvard Implicit (IAT) Associating groups with characteristics: measures
the response time of participants If a group is strongly associated with a particular
characteristic, the shorter the response time Time factor indicates implicit stereotypes
8
Assignment: Implicit Association Test
After completing the test:
What do you find most striking about your test results? How do you describe your experience with the test?
Would you recommend the test to (future) HR colleagues? Why, or why not?
How can implicit stereotyping influence the recruitment of staff?
9
How can discrimination be proven?
Field tests and discrimination cases of the Netherlands Institute for Human Rights demonstrate: discrimination does play a role!
Not easy to prove for every group
10
Module 2: Where do stereotypes come from?
How can stereotype thinking be explained by the Cognitive-functional approach, Need for a positive Social identity theory and role expectations?
How does stereotype thinking get activated? What is the effect of stereotypes on the person
who judges and those who get judged? How are stereotypes confirmed and reinforced? How can stereotype thinking be chanced ore
reduced?
11
Assignment: in-group versus out-group
Video‘White Dolls Black Dolls’: http://www.youtube.com/watch?v=ybDa0gSuAcg
Which examples of in-group and out-group stereotypes appear in this video?
12
Does discrimination really not play a role?
Employment rates of women, non-Western ethnic (minority) groups, people with a disability, the elderly (55+) and young people are lagging behind
Explanations / causes: Institutional factors (e.g., salary systems) Individual factors (e.g., educational level,
work experience) Stereotyping and discrimination (e.g.,
managers, intermediaries, HR professionals)
13
How are stereotypes confirmed?
Mechanisms:
Self-fulfilling prophecy Stereotype threat Incomplete / irrelevant information Sub-typing Role of the media and politics
Module 3: Discrimination-free recruitment & selection
How can you reduce the influence of stereotype thinking, on the recruitment & selection for employment?
What are the risks of new ways of recruitment and selection?
How do you manage resistance from the CEO, colleagues and customers in the in HR practice?
How do build a discrimination free business case for the recruitment & selection procedure?
14
15
Assignment: the Heineken candidate
Which competences do you and don’t you measure in the candidates in this video?
16
Assignment: neutral profile?
Module 4: legal framework
What is equal treatment legislation? When do we speak of direct, or indirect
distinction? How is discrimination visible in practice? How do you establish a discrimination free
recruitment and selection procedure? What does a preference policy look like and what
are the implementation criteria?
17
18
Assignment: self-fulfilling prophecy
Self-fulfilling prophecy: ‘Young women are unreliable employees’
How can an employer (unwittingly) contribute to the image that young women are unreliable employees?
How can a woman (unwittingly) contribute to the image that young women are unreliable employees?
19
Case of the Institute: discrimination based on disability?
Opinion 2013-75 A hearing-impaired man applies for the position of
metalworker at a company through an employment agency. The agency informs the man in an e-mail that he is rejected for the position: “I asked our client about it, and sadly you are not eligible for the job, because you are hard of hearing. Our client is looking for someone who is able to communicate with customers and that would be difficult for you.
Which stereotypes do you recognise? Is this a case of discrimination? Why or why not?
20
Assignment: what is allowed in job vacancy texts?
…sporty and energetic… …old… …age 40 and up … …driving experience… …affinity with young/old target group… …maximum age: 55… …young… …have a specific network… …plenty of life experience… …between ages 20 and 30… …high potential…
21
In short…
https://www.mensenrechten.nl/selecteren
22
Are there any questions or remarks?