Avoiding Conscious And Unconscious Discrimination In Hiring

Smart Practices for recruiting, staffing and human resources professionals

About This Project

On April 14, Jonathan Segal, esq., lead a SmartSearch SmartPractices webinar on conscious and unconscious discrimination in hiring to discuss employment infractions. During the presentation, he provided practical tips on what legally can and cannot be asked during an interview, how to avoid the common legal traps where the conscious and unconscious mind can affect hiring, what practices minimize exposure to unconscious bias and how organizations can easily develop a diverse applicant pool without backing into discrimination and reverse discrimination claims.

Discrimination in hiring is not an uncommon occurrence in the U.S. In fact, a report put out by the National Bureau of Economic Research found that black men were being denied jobs under the assumption that they use illegal drugs. This is but one of many instances where discrimination has reared its ugly head.

In another instance, a 2014 article told of a man named Jose who was finding companies had little to no interest in his job applications. Wondering if this was a racial or ethnic snub by these employers, he changed his name to “Joe” as a way to gauge his assumption. A week after submitting applications using the name “Joe,” he was finding an inbox full of responses. According to Jose, “Sometimes I don’t even think people know or are conscious or aware that they’re judging — even if it’s by name — but I think we all do it all the time.”

The impactful and timely information shared by attorney Jonathan Segal addressed instances as found in these two examples of blatant hiring discrimination. Click here to learn more on this topic and to access the webinar recording.