{"id":4516,"date":"2019-02-20T18:43:32","date_gmt":"2019-02-20T16:43:32","guid":{"rendered":"https:\/\/factorialhr.com\/blog\/?p=4516"},"modified":"2024-12-19T13:34:06","modified_gmt":"2024-12-19T11:34:06","slug":"gender-bias-recruitment","status":"publish","type":"post","link":"https:\/\/factorialhr.com\/blog\/gender-bias-recruitment\/","title":{"rendered":"How to Remove Gender Bias in the Recruitment Process"},"content":{"rendered":"

According to the EEOC, hiring discrimination and other forms of workplace discrimination are legally prohibited in the United States.<\/a> However, gender bias in the workplace remains a significant barrier to the career advancement of many. In the HR profession alone, a 2021 HR study<\/a> indicates that women make less than half of the salaries above $40,000,<\/strong> despite making up 61.7% of the professionals surveyed.<\/p>\n

With this being said, it should be noted that gender bias in the hiring process does not just extend to professionals who identify as women. Non-binary candidates and LGBTIA+ candidates are also affected by bias, especially during the recruitment and selection process. Although explicit gender bias is becoming less common, there are still many structural barriers<\/a> that can be difficult to identify and prevent.<\/p>\n

Human Resources practices can be designed to reduce the effect of unconscious bias in the workplace<\/a>. And everyday managers and HR managers alike can counteract the negative outcomes associated with unconscious bias,<\/strong> especially in the hiring process. Let’s go over the nuances of bias and the possible solutions so that we can get your organization’s DEIB practices<\/a> up to snuff.
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