California is known for having some of the most progressive workplace discrimination laws in place. That doesn’t stop companies from occasionally having discriminatory hiring practices though, even if they don’t recognize it right away.
How can job adverts be discriminatory?
There are a few ways that job postings and advertisements can be discriminatory, even without the company knowing. Obviously, even the newest HR rep knows not to put “women need not apply” in their job posting, but how the job is being advertised might be discriminatory in and of itself.
Using a platform like Facebook to advertise for job postings, for example, might mean that your ad is only seen by a select group of people. In a recent experiment, Facebook showed bias when advertising various job postings to select demographics.
When posting a job somewhere, accessibility has to be on the job recruiter’s mind. If you’re not doing everything you can to promote your job to people of all backgrounds, it can lead to discriminatory hiring practices in the long term.
What about the job posting itself?
Employers should take care to review all of their job postings to make sure that there’s no way it can be misconstrued. This involves closely examining all of the requirements as well as making sure that the language is inclusive and welcoming. Most job postings should:
– Avoid being overly technical or complicated in nature
– Avoid including redundant information
– Avoid vague titles or job duties
In addition to being as clear as possible, it’s also important to avoid saying that a job would be perfect for a specific demographic or saying that a demographic shouldn’t apply. In addition, you can’t ask that the employee give you information about their demographics – including age, location, gender, sexuality, etc.