Hardwired for the job
Hardwired for the job
The problem that exists that Hardwired is established to target is invisibility for people in the Diversity & Inclusion (D&I) community of what job openings exist that they can apply for in organisations that support D&I values.
The D&I community includes minorities such as people-of-colour (ethnicity), LGBTQ+ ,women (in particular in tech), age and people with disabilities.
Lack of D&I is a big problem for both people and companies in Ireland, and in particular the problem starts in the Irish recruitment process where underrepresented job candidates are affected(as per Hays-D&I-Ireland-2019).
If you're a minority, it can be a daunting experience to apply for jobs because of high risk of non-inclusive and toxic job environments (Hays-D&I-Ireland-2019).
44% of professionals still believe their chances of being selected for a job have been lowered because of an identifying factor (e.g. race), while 52% of respondents say this happened in the last year in Ireland (Hays-D&I-Ireland-2019). There are many cases of subconscious discrimination in the Irish hiring process (Hays-D&I-Ireland-2019).
68% of professionals would have more confidence that they'd be fairly considered if blind recruitment is implemented in Ireland (Hays-D&I-Ireland-2019).
Even for employed people, 47% of millennials say that having an inclusive environment is important for their job-search (Mercer-2020).
These D&I recruiting problems to lead to further D&I problems in organisations-Only 42% of organizations report having a documented multi-year D&I strategy(Mercer-2020).65% respondents(Hays-D&I-Ireland-2019)say their workplace encourages respect for diversity of opinion, whereas 90% say this would have a positive impact.
Solving D&I in recruitment and hence in culture benefits everyone, not only the companies but also (and more importantly) the people working there by promoting respect of differences and focusing on a job well done.
One problem in D&I recruitment is that the job promotion methods aren't positively impacting diverse candidate attraction(Hays-D&I-Ireland-2019), only between 39%-53% of respondents say their companies are doing enough in D&I recruitment across different topics(ranging from using unbiased language to describe job vacancies, to profiling D&I commitments in recruitment).
There's a lack of unconscious bias training to those who write and publish job adverts-only 22% of people say that this training is provided in their companies(Hays-D&I-Ireland-2019). 81% of respondents believe using unbiased language to describe vacancies and culture would have a positive impact (as it would help towards the removal of prejudices), but only 61% of respondents say their organization does this(Hays-D&I-Ireland-2019).
Despite 50% of respondents looking at an organization's D&I policies when researching a new employer, unfortunately, 61% of these people find it hard or extremely hard to find evidence of these commitments (Hays-D&I-Ireland-2019). This has D&I consequences for people in organizations down the road.
Despite 64% believing company culture is the area in which better D&I would have the biggest positive impact(Hays-D&I-Ireland-2019), there's a lack of organizational diversity recruitment targets.28% respondents say that diversity recruitment targets happen at their organization vs 65% who say that these targets would have a positive impact.