Pro-Diversity In The Workplace: Article Analysis

In this article Katherine DeCelles makes it clear that even if a company is pro-diversity that it is hard to be certain that culture is understood or practiced by everyone, in particular, those that are screening resumes. By not properly training those that will be screening resumes to be pro-diversity the company will be at a greater risk for liability of claims on racial discrimination. Katherine makes this connection as throughout her research many recruiters made hiring decisions subconsciously or purposely based on race. Now, these hiring decisions weren’t necessarily made based on color as when screening resumes the recruiters weren’t looking at faces, but they were able to look at names. Katherine found through her studies that African Americans and Asian who masked their race on resumes received more job interviews.
Having been a part of the recruiting side I could see myself agreeing with the study that Asian and African American who mask their race, by using a ‘white’ name receive better opportunities for a job interview. In my line of work for companies that are pro-diversity I’ve often heard HR colleagues attempt to guess the race or ethnic group the name belongs to on resumes. In …show more content…
DeCelles attempts through this study to show ‘pro-diversity’ companies that there is an “obvious disconnect between the companies’ pro-diversity message and actual acceptance of diverse applicants” in many of these situations DeCelles does not believe this is done intentionally but vigilant trainings and reoccurring reviews on the recruiting process to assure that a ‘pro-diversity’ value truly connects all the way from start to finish on hiring the best candidate for skill not