Anthony Putignano’s Post

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

I taught a Managing Bias course in 2018-2019 that cited research showing "whitening" ones resume results in more call backs from recruiters. Today more data that recruiting bias persists despite staffing difficulties and increased customer service demands. Inclusive organizations win. Racial and affinity bias is a cancer. Organizations that refuse to adapt to our changing workforce and increasingly diverse customer base face a future of obsolescence. Research shows younger generations—millennials and older Gen Z— prefer diverse companies to buy from and work for. Gen Alpha is, and will continue to be, more diverse than the rest of the US population. Diversity in the workplace matters to applicants and employees. Companies prioritizing DEI outperform their peers, attract top talent, and better serve their diverse customer base. DEI is not just a social responsibility. It's a strategic advantage. It is time to operationalize your DEIB strategy and create accountability around inclusive leadership behaviors and equitable outcomes. Book and exploratory call with me today and let's move forward. The rearview mirror is smaller for a reason. #fearlesslyforward #adapt #prepare #innovate #diversitymatters #deib #inclusiveleadership #inclusiveorgswin #deibisnotatrend #inclusionmatters #equitymatters #representationmatters

What Researchers Discovered When They Sent 80,000 Fake Résumés to U.S. Jobs? This inspiring article reveals how companies can minimize racial bias in their hiring processes, ensuring every candidate gets a fair shot. It's a great reminder of the impact of thoughtful HR practices and behavioral design. #DEI #diversity #equity #inclusion #behavioraldesign #FMintelligence

🔍 Exploring the persistent issue of bias and discrimination in hiring: New research highlighted by The New York Times reveals that discrimination and bias continue to plague our hiring processes -- greatly impacting Black job seekers. It's disheartening to see qualified candidates overlooked or undervalued due to bias, unconscious or otherwise. Research consistently highlights the prevalence of bias in hiring, from unconscious biases to overt discrimination based on race, gender, age, disability, and more. These biases not only harm individuals but also hinder organizational growth and innovation. To combat this, we need to implement more proactive measures such as initiatives aimed at recruiting diverse talent, diversity training for hiring managers, and creating inclusive workplace cultures where everyone feels valued and respected. Despite inflammatory headlines, the need for effective #DEI strategist is very real and companies continuing to invest in these resources will position themselves to attract the best talent. https://lnkd.in/eHGT-6Di #EndHiringBias #DiversityandInclusion #Hiring #DiverseHiring

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

This field experiment, the largest of its kind nationwide, falls squarely in line with *all other available résumé discrimination audit studies* dating back to 1989. Researchers sent 80,000 résumés to 10,000 jobs at 100 of the largest companies nationwide from 2019 to 2021. They changed applicants’ names to imply they were white or Black, and male or female (e.g. Latisha or Amy, Lamar or Adam). The findings: Discrimination against Black applicants hasn’t changed in over 3 decades. Silver lining: There are evidence-based practices companies can take to mitigate it. They cite centralizing H.R. operations, diversifying hiring personnel, and opting for skills-based hiring > degrees to name a few. One CHRO of an organization in the study that showed no racial discrimination shared the following, “Consistency in how we review candidates, with a focus on the requirements of the position, is key. It lessens the opportunity for personal viewpoints to rise in the process.” #iopsych #dei

How do we reduce bias in hiring? How can we ensure that certain candidates are not at a disadvantage when seeking a job? This study demonstrates how some companies continue to discriminate based on race, specifically how they tend to call back candidates with stereotypically Black sounding names (e.g. Lamar or Latisha) a lot less than candidates with stereotypically White sounding names (e.g. Joshua or Rebecca), even when the resumes are exactly the same. Auto Nation, a used car retailer, called presumed White candidates 43% more often than presumed Black candidates. Sexism also played a role, but in ways one might not expect. The consequences of being female differed by race. The differences were small, but being female was a slight benefit for white applicants, and a slight penalty for Black applicants, meaning Black women applicants suffered a double penalty, one for being Black, and the other for being a woman. When we discuss how DEI initiatives continue to be needed in the workplace and in our schools, look no further than this study. While it indicated that a main component of reducing bias was a centralized HR process, it also found evidence that hiring teams with more diverse members, and teams that intentionally sought out diverse candidates, were less likely to show bias when reviewing resumes. We must continue to debunk the myths that DEI initiatives are not effective, are divisive, or are no longer needed. This study shows firm support for why DEI programs are still critical to increasing fairness, reducing racial and other forms of bias, and ensuring that ALL candidates have an equal opportunity in accessing jobs. Spread the word. A focus on DEI can actually improve diversity, equity, and inclusion outcomes for employees. To learn more about creating healthy and more inclusive workplaces, pick up my latest book Your Unstoppable Greatness. #diversityequityinclusion #dei #racialbias #linkedinnews

This article sheds light on a critical issue in the U.S. labor market: systemic discrimination in hiring practices. The study reveals disturbing disparities in callback rates based on racial and gender identities, with Black applicants facing significant biases across various industries. While some companies showed no discrimination, others exhibited alarming patterns favoring white or male applicants. The findings underscore the pervasive nature of employment discrimination and its detrimental effects on marginalized communities. Moreover, the study highlights the importance of addressing implicit biases embedded within corporate cultures and HR practices. One promising solution identified by the researchers is the implementation of centralized HR operations, which can help mitigate bias by standardizing hiring processes. Additionally, diversifying hiring teams and focusing on skills rather than degrees are effective strategies to promote inclusivity and combat discrimination. However, it's disheartening to see that common diversity initiatives such as chief diversity officers and diversity training did not correlate with decreased discrimination in entry-level hiring. This underscores the need for more comprehensive approaches to tackle systemic biases within organizations. This study serves as a wake-up call for companies to reevaluate their hiring practices and commit to fostering inclusive work environments. It's imperative for businesses to recognize that diversity is not just a moral imperative but also a strategic advantage that drives innovation and success. Are you surprised by the findings of this study? #InclusiveHiring #EqualOpportunity #DiversityAndInclusion 🌟

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

This recent research involving 80,000 fake resumes reveals deep-seated racial and gender biases in corporate America's hiring practices. We have come a long way to promote diversity and inclusion. Yet, this study highlights a persistent undercurrent of discrimination, emphasizing the need for systemic change. Let's commit to addressing these biases ensuring fairness and equality in our workplaces. #DiversityAndInclusion #CorporateBias