Last Updated on May 17, 2021
When hiring a new employee, there are dozens of things passing through our minds. Can they work on weekends? Will they be able to handle rougher customers?
It’s important to know what you want in a new employee, and yet there are some things that companies have no moral or legal right to be picky about having.
This process is where a hiring bias comes in.
Here are the following things that can make up a hiring bias and how to dismantle it. It’s solid work that every employer should undertake before trying to hire anyone else into their company.
Failure to hire without bias could leave your business lined up to get sued or shut down.
Gender is one of the oldest protected statuses. It’s illegal to refuse to hire women because you think men are more detail-oriented, or you’re more comfortable working with men. When interviewing, overlook gender, and consider their skills.
Male nurses, female CEOs, and teachers of any gender should be the norm instead of gender blocks stopping people from getting jobs that they could do incredibly.
There is no acceptable reason to hire people of only one race. Racism in hiring is usually caused by deeply ingrained biases from someone’s upbringing or where they were raised. If your company only hires white people, consider why.
There’s nothing that people of one race can do better than all others, so you must ensure opportunities to work in your company are available to everyone.
Whether gay, straight, or bi- your possible hire’s sexuality shouldn’t affect whether or not they get hired. Regardless of outdated stereotypes, every LGBT+ person has their own life story and background that defines who they are. Take time to hire someone for who they are as a person, rather than outdated ideas.
If you struggle with this or aren’t sure how to handle someone different from you, consider finding someone specializing in economic consulting in Washington DC who can discuss how these things shouldn’t matter in hiring.
Suppose the person who you’re interviewing has a disability, but they can offer a comparable amount of skill as other applicants. In that case, you must give them the same chance as anyone else.
Although most people understand that it’s terrible to overlook potential hires because of a disability, most people with disabilities get looked over. If they get hired, they make less and have a lower chance of getting into a management position.
If you’re unsure what’s a protected status that you can’t hire around, consider researching before hiring. It’s essential to educate yourself on any biases or misunderstandings before or soon after they happen.
Understanding your preference is the best way to take it apart and gives you the chance to rise to the occasion and show that your company exists to better the lives of its employees and the community. Examining your biases is the most critical step you can take to hiring an all-star group of employees.