Immigrants face a plethora of prejudice in both the workforce and society. A survey of Americans and Europeans found that respondents consistently overestimate the size of the immigrant population and misperceive the composition of immigrants to be more culturally and religiously isolated (Alesina, Miano, and Stancheva, 2018). The “double disadvantage” of being not only an ethnic minority but also bearing the burdens of gender discrimination in the hiring process creates colossal barriers for women trying to enter the workforce (Batalova, 2005). Our solution, Helping Immigrants Reach Employment! (HIRE!), aims to alleviate the bias faced by migrant women in the hiring process.
One major problem with the current situation is the widespread use of resumes in hiring. Resumes filter the initial applicant pool down to a small group of individuals but rely heavily on language skills and other filters, like appearance, that create bias against immigrant women. (Glazebrook, 2018) The first step of our solution implements a multi-company applicant portal in which applicants are matched with jobs. The portal would only require relevant information to create a job application, such as the applicant’s experience, interests, and skills. It would then use this information to pair the applicant with a job that best suits them, instead of relying on methods that are subject to implicit bias.
The second step of our solution focuses on the selection process. Presently, many businesses use forms of selection that are bias-inducing and aren’t effective at accurately finding successful hires. Therefore, we compiled an infographic illustrating the predictive validity of various hiring processes done in the selection process. As shown in the graphic, work sample tests and structured interviews are leagues better at finding successful candidates than more traditional methods. This is because they remove the employers‘ bias and focus only on applicants‘ skills and knowledge (Schmidt and Hunter, 1998). This is why our solution consists of both work sample tests and structured interviews for their selection process.
The final step to our solution tries to alleviate implicit bias in the workplace. Implicit bias training helps to reduce bias and would help immigrant women get hired and stay hired. However, many companies that have tried this have seen little to no improvement. This is because the programs usually consist of a single seminar, and currently, 90% of programs don’t give strategies for reducing bias (Gino and Coffman, 2021). Our solution would be to implement continuous implicit bias training that teaches strategies for reducing bias. Studies show that after the implementation of a similar program, diversity increased dramatically in terms of the race and gender of new hires (Devine, 2012).
Our solution improves both the culture of the workplace and the economic benefits received by the company. Over 85% of millennials prioritize working for a diverse business, so by enacting our solution and increasing diversity in workplaces, companies can attract more potential employees and create a more enjoyable working environment. Because of this increased engagement and morale that results from working in a diverse workplace, employees will likely work more effectively, thereby producing greater economic gain for the company. In fact, a diverse workplace has been shown to increase a company’s profits by almost 19% and increase its productivity levels by 60% (Embroker, 2022). In addition, our solution works to increase workplace diversity and improve working environments in the long-term, so companies that implement HIRE! will experience great long-term economic and social benefits.
Alesina, A., Miano, A., & Stantcheva, S. (2018). IMMIGRATION AND REDISTRIBUTION. National Bureau of Economic Reasearch. https://doi.org/10.3386/w24733
Batalova. (2005). Double disadvantage among immigrant women in the U.S. highly skilled … Princeton. Retrieved September 8, 2022, from https://paa2005.princeton.edu/papers/51548
Glazebrook, K. (2018, November 27). What is blind hiring? A guide to blind recruitment. A recruitment platform that predicts the best candidates. Retrieved September 7, 2022, from https://www.beapplied.com/post/what-is-blind-hiring
Schmidt, F. L., & Hunter, J. E. (1998). The validity and utility of selection methods in personnel psychology: Practical and theoretical implications of 85 years of research findings. Psychological Bulletin, 124(2), 262–274. https://doi.org/10.1037/0033-2909.124.2.262
Gino, F., & Coffman, K. (2021, August 30). Unconscious bias training that works. Harvard Business Review. Retrieved September 7, 2022, from https://hbr.org/2021/09/unconscious-bias-training-that-works
Devine, P., Forscher, P., Austin, A., & Cox, W. (2012). Long-term reduction in implicit race bias: A prejudice habit-breaking intervention. National Library of Medicine.
Team, E. (2022, August 16). What is blind hiring? (how to implement it). Embroker. Retrieved September 7, 2022, from https://www.embroker.com/blog/blind-hiring/#:~:text=Blind%20hiring%20is%20a%20process,the%20initial%20resume%2Dscreening%20phase