Anonymous job applications can level the playing field in access to jobs but cannot prevent all forms of discrimination..
The use of anonymous job applications to combat hiring discrimination is gaining attention and interest. Results from a number of field experiments in European countries (France, Germany, the Netherlands, and Sweden are considered here) shed light on their potential to reduce some of the discriminatory barriers to hiring for minority and other disadvantaged groups. But although this approach can achieve its primary aims, there are also some cautions to consider.
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Nothing is forever, and this is especially true when it comes to business. What worked well yesterday may not (and probably won’t) work quite so well tomorrow. This means that leaders must constantly be alert to ways to optimize their businesses in fast-changing markets and environments. Those who don’t change with the times will soon find themselves left behind in the dust of their competitors.
To set the pace and stay ahead of the rest of the pack, great leaders always do the following things:
1. Constantly renew focus and revise goals.
All performance starts with clear goals and expectations. Great leaders regularly prioritize and revaluate existing company and employee goals–ideally with those most responsible for attaining them–and ensuring they are focused on those things that matter most to the company and its customers. One definition of insanity is doing the same thing over and over again and expecting a different result. One version of such insanity is to continue doing the same things even thought the environment you operate in has significantly changed. Doing things differently begins with reviewing and revising goals, then regularly checking progress and revising those goals as necessary.
I came across an article today that nailed exactly what most of us have known for a very long time, being penalized for fostering diversity/inclusion in the workplace…
“Nonwhite and women leaders who engage in diversity-increasing behaviors in the highest organizational ranks are systematically penalized with lower performance ratings for doing so,” the study continues. “Our findings suggest that nonwhite and women leaders may increase their own chances of advancing up the corporate ladder by actually engaging in a very low level of diversity-valuing behavior… By downplaying their race and gender, these leaders may be viewed…as worthy of being promoted into the highest organizational echelons.”
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“People love being in leadership until you have to make a leadership decision that will cause some people not to like you anymore. If you worry about burning bridges and people not liking you because you make decisions in the best interest of groups of people and organizations leadership is not in your blood”..Julius Clark