Mobility - April 2021 - 43

BETTER AI FOR RECRUITMENT
AND ADVANCEMENT
Due to that, Watts, who frequently hires freelance
writers and contractors for his company's projects,
says he tries to locate LGBTQ+ team members.
" Running a completely remote business has
allowed me to source talent regardless of national
boundaries, " he says, " but it also gives me the
chance to search out places where LGBTQ+ talent
might have a harder time finding employment or a
steady source of income. "
McKinsey found that when employers had companywide targets for recruiting and advancing diverse
employees, their LGBTQ+ employees were 1.4 times
as likely to feel truly included in their organization.
Rolf Bax, chief human resources officer for Resume.io,
says those recruiting efforts are slowly becoming less
technologically hindered thanks to hiring AI algorithms being tweaked and implemented.
" I think one of the most promising aspects of
LGBTQ+ advocacy and inclusion in the modern
workplace is the extent to which their needs and
considerations are being incorporated into hiring
and recruitment AI, " says Bax, a diversity and
inclusion specialist who is plugged into the hiring
industry. The diversity recruiting software industry
is growing all the time, he says, thanks to companies whose AI work is focused on rewriting the old
hiring and recruitment algorithms that led to the
cis and heteronormative status quo we see today.

An increasing number of companies are also
taking unconscious bias more seriously, in both
their internal and external hiring and promotion
practices, he says.
" In our own workplace, we have already made a
change to a hiring and recruitment algorithm that
had been inadvertently shortlisting male candidates
for positions on teams that were already male-heavy.
This posed an obvious equity issue for anyone identifying as female, who may have been just as-if not
more-qualified, but discounted because of biased
AI, " Bax says. " What we ended up doing was training
the AI not to include the 'personal information' section on the résumés we would receive through online
recruitment platforms, and we immediately saw the
diversity of our résumé shortlists improve. "  
Of course, hiring is a two-way street, and
attracting LGBTQ+ talent is also becoming
more of an intentional priority. Sarah has noticed
an uptick in companies proactively positioning
themselves as inclusive and welcoming places to
work. " I've seen a lot more terminology right in
the job listing, and nondiscrimination policies that
companies put out including 'gender identity' in
their statements, " she says.
After that office visit, Sarah joined Willis
Towers Watson's Inclusion & Diversity Team,
and the company's internal LGBT organization assisted with her transition " every step of
the way, " advocating for her when needed and
helping her come up with a game plan for how
she wanted to come out. Her name and personal information were changed in the company
system the same day she wrote an email to her
colleagues sharing her story. The HR department followed up with a presentation to those
same co-workers, stressing the use of Sarah's
new name and preferred pronouns, and going
over the company's nondiscrimination policy.
A top-level executive reached out to offer support, and her first day in the office post-​transition
was a welcoming, joyous event. " I felt like the
office was a safe space, " she says, " and that's due
to the support I got from the company. "
Robyn Passante is an editor and freelance writer
based in central Pennsylvania. 

43
wo rl dwi de e rc .o rg

research showed that while 78% of European
respondents were out with most of their
colleagues, only 54% from other regions were
broadly out at work.
Bryce Mathew Watts, the managing director
of Forager Media Group, a boutique marketing
agency based in Ireland, identifies as gay and has
encountered varied levels of discrimination as he
travels while he works.
" There are strides being taken in many places
around the world, but societal realities versus government regulation are sometimes very opposing, "
Watts says. " I worked in Cyprus for a while, and
even though it is in the EU, discrimination based
on sexual orientation or gender identity is common and out in the open. "


http://www.worldwideerc.org http://www.Resume.io

Mobility - April 2021

Table of Contents for the Digital Edition of Mobility - April 2021

Mobility - April 2021 - Cover1
Mobility - April 2021 - Cover2
Mobility - April 2021 - 1
Mobility - April 2021 - 2
Mobility - April 2021 - 3
Mobility - April 2021 - 4
Mobility - April 2021 - 5
Mobility - April 2021 - 6
Mobility - April 2021 - 7
Mobility - April 2021 - 8
Mobility - April 2021 - 9
Mobility - April 2021 - 10
Mobility - April 2021 - 11
Mobility - April 2021 - 12
Mobility - April 2021 - 13
Mobility - April 2021 - 14
Mobility - April 2021 - 15
Mobility - April 2021 - 16
Mobility - April 2021 - 17
Mobility - April 2021 - 18
Mobility - April 2021 - 19
Mobility - April 2021 - 20
Mobility - April 2021 - 21
Mobility - April 2021 - 22
Mobility - April 2021 - 23
Mobility - April 2021 - 24
Mobility - April 2021 - 25
Mobility - April 2021 - 26
Mobility - April 2021 - 27
Mobility - April 2021 - 28
Mobility - April 2021 - 29
Mobility - April 2021 - 30
Mobility - April 2021 - 31
Mobility - April 2021 - 32
Mobility - April 2021 - 33
Mobility - April 2021 - 34
Mobility - April 2021 - 35
Mobility - April 2021 - 36
Mobility - April 2021 - 37
Mobility - April 2021 - 38
Mobility - April 2021 - 39
Mobility - April 2021 - 40
Mobility - April 2021 - 41
Mobility - April 2021 - 42
Mobility - April 2021 - 43
Mobility - April 2021 - 44
Mobility - April 2021 - 45
Mobility - April 2021 - 46
Mobility - April 2021 - 47
Mobility - April 2021 - 48
Mobility - April 2021 - 49
Mobility - April 2021 - 50
Mobility - April 2021 - 51
Mobility - April 2021 - 52
Mobility - April 2021 - Cover3
Mobility - April 2021 - Cover4
https://www.nxtbook.com/ygsreprints/WERC/mobility-july-2021
https://www.nxtbook.com/ygsreprints/WERC/mobility-june-2021
https://www.nxtbook.com/ygsreprints/WERC/mobility-may-2021
https://www.nxtbook.com/ygsreprints/WERC/mobility-april-2021
https://www.nxtbook.com/ygsreprints/WERC/mobility-march-2021
https://www.nxtbook.com/ygsreprints/WERC/mobility-february-2021
https://www.nxtbook.com/ygsreprints/WERC/mobility_122020
https://www.nxtbook.com/ygsreprints/WERC/mobility_112020
https://www.nxtbook.com/ygsreprints/WERC/mobility_102020
https://www.nxtbook.com/ygsreprints/WERC/mobility_092020
https://www.nxtbook.com/ygsreprints/WERC/mobility_082020
https://www.nxtbook.com/ygsreprints/WERC/mobility_072020
https://www.nxtbook.com/ygsreprints/WERC/mobility_062020
https://www.nxtbook.com/ygsreprints/WERC/mobility_052020
https://www.nxtbook.com/ygsreprints/WERC/mobility_042020
https://www.nxtbook.com/ygsreprints/WERC/mobility_032020
https://www.nxtbook.com/ygsreprints/WERC/mobility_022020
https://www.nxtbook.com/ygsreprints/WERC/mobility_012020
https://www.nxtbook.com/ygsreprints/WERC/mobility_122019
https://www.nxtbook.com/ygsreprints/WERC/mobility_112019
https://www.nxtbook.com/ygsreprints/WERC/mobility_102019
https://www.nxtbook.com/ygsreprints/WERC/mobility_092019
https://www.nxtbook.com/ygsreprints/WERC/mobility_082019
https://www.nxtbook.com/ygsreprints/WERC/mobility_072019
https://www.nxtbook.com/ygsreprints/WERC/mobility_062019
https://www.nxtbook.com/ygsreprints/WERC/mobility_052019
https://www.nxtbook.com/ygsreprints/WERC/mobility_042019
https://www.nxtbook.com/ygsreprints/WERC/mobility_032019
https://www.nxtbook.com/ygsreprints/WERC/mobility_022019
https://www.nxtbook.com/ygsreprints/WERC/mobility_012019
https://www.nxtbookmedia.com