How digital certifications could be a solution for gender bias in recruitment and promotions

1642173881 How digital certifications could be a solution for gender bias

Technology can repair a broken system by creating a level playing field for all candidates, demonstrating qualified skills and abilities.

Sexual orientation in the workplace may not be a new problem, but it is still an issue - especially in the male - dominated technical industry.

Whether in recruitment practices, promotions, performance reviews, or meetings, women are still neglected and valued, despite the qualifications and skills required for the job.

"A lot of people are familiar with that acrobatic statistic that women earn $ 0.80 for every $ 1 a man makes," said Jonathan Finkelstein, CEO of Credly. holds 5% of the top titles of Fortune 500 companies, and that women are largely represented among degree earners.

"Clearly, we have a problem that many people would eliminate bias," Finkelstein said. "We have the people who are qualified; , and do not earn as much as their male peers. "

SEE: Hiring and hiring top talent: A guide for business leaders (PDF free) (Technology Republic)

While organizations have identified the problem and sought to prioritize diversity and inclusion through strong leadership, better policies, and the empowerment of work environments, the problem remains - particularly in recruitment and promotion IT, Finkelstein said.

"Even with a few concerted efforts to reverse the imbalance in the gender ratio in the technical industry, the case is strongly opposed to major change," said June Severino Feldman, CMO of Intelligent Product Solutions.

“Part of this is driven by the 'safe' practice of hiring a stable of reputable organizations; there is a tendency to favor someone with whom you have worked successfully in the past, "said Feldman. male in most formerly talented colleagues. [they] see because good. "

However, technology may be able to repair the broken system, according to Finkelstein, especially through digital certificates.


    The traditional recruitment process

    Job candidates have traditionally listed their own skills or achievements in a self - reported way, whether on a professional profile, job application, resume, or in an interview, Finkelstein said.

    "That would be fine, except that we know that 85% of employers have found lies or misrepresentation on a resume or job application," Finkelstein said.

    Taking the issue a step further, men are 58% more likely than women to lie down or contribute to the resume, according to ResumeLab.

    "There is a real slowdown in the decision-making process when employers rely on self-reported, unverified information to make decisions," said Finkelstein.

    He suggested that this systemic bias could be removed if there was no longer room for a personal explanation of what had been achieved. This is where digital certification comes in handy.

    What are digital certificates?

    “Digital certification is a proven portable piece of evidence of performance,” Finkelstein said.

    The simplest way to think about digital certificates is to take a paper certificate that you have - a diploma on your wall, a certificate card in your wallet, etc. - and digitize it, stored on a personal device.

    “That achievement can be an industry qualification, such as your professional project management (PMP) qualification, or the AICPA in accounting, or it can be for individual skills that may be validated by the current employer or in the past, "said Finkelstein.

    This digital format has a lot more information than the paper sitting in a frame. Employers will see, in real time, whether the certificate is official, where it came from, if it has expired, and more, Finkelstein said.

    "When you think about what digital credentials are, they are the money of today's world of work," said Finkelstein. “They show you what human capital brings to any problem or opportunity. ”

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    It's that common currency that is even a playground for all genders, making career paths more visible, he said.

    “HR and recruitment teams could collaborate on these sets of qualifications that would be appropriate and preferred for each open position,” Feldman said. msgid "These should be spelled out in the job description."

    How to introduce digital certificates into your company

    Finkelstein explained three steps that organizations can take to integrate digital qualifications into their recruitment and promotion processes.

    1. Pay attention to current staff qualifications

    "Start by recognizing the achievements of their employees already, whether internally or externally verified," said Finkelstein.

    “Most of the organizations you speak to today will say that they do not know what qualifications and qualifications their staff has, whether people have gone out and courses online on their own or have invested in their own professional development, "he said.

    Companies should check their employees to determine their qualifications and skills, keep a record of these qualifications, and keep up to date.

    2. Find out which certificates are already stored

    Some organizations may already have records of credentials, but these records may not be digital.

    “Look at what kind of outcomes are already being reported or captured throughout the campaign and move that to a tool, [where it becomes a] digital certificate that is easy to read, consistent, structured, "said Finkelstien.

    “Instead of requiring all departments and managers to use their own paper certificate to identify results, or rely on data being locked in multiple learning management systems across the company, or systems between, [companies should] create a common laundry for cross - cutting skills by establishing digital credentials, "he said.

    3. Develop strategic priorities

    Organizations need to look at their strategic priorities and use those as incentives to embrace digital qualifications, Finkelstein said.

    If managers are trying to appeal to senior executives for digital credentials, managers could design the technology as a way to advance with strategic priority.

    Finkelstein gave the following example: If the company is engaged in upskilling and wants to strengthen the skills of its employees in the coming years, digital certification could be the solution to the goal reach that and earn special talent.

    Effectiveness of digital certificates

    One of the best parts of digital testimonials is that technology has proved to be effective.

    A recent study of Autodesk digital certificate employers found that 91% of respondents thought the digital certificate was valuable to them in their career, Finkelstein said.

    Because of digital credentials, about 15% said they got an increase, 19% said they got an increase, and 32% said they got a new job.

    "Of those who got a promotion or a new job, 17% actually said that their income rose by as much as $ 10,000," Finkelstein said.

    "Certificates give the playground access. They give more transparency and trust to human capital decisions. And they empower individuals to tell the story in a convincing way, no matter what. the gender, "he said.

    For more, check out Diversity and inclusion remains a top priority for permanent and contract employees on TechRepublic.

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