Diversity focused hiring for intelligent matches between candidates and employers
At Meytier, we use the power of AI and Analytics to eliminate unintended, unconscious bias in enterprise hiring. We help women represent themselves effectively and find opportunities at organizations that are committed to diversity.
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Many of us have seen the statistic that men will apply for a job when they meet 60% of the requirements, but women will only apply if they meet 100% of them. It’s originally from an internal report at Hewlett Packard- and has frequently been cited as evidence that men are simply more confident job applicants than their female peers. However, a Harvard Business Review article by Tara Sophia Mohr, not believing they could do a job well was not one of the top reasons for not applying for a job that one doesn’t meet all qualifications for. In fact- it was at the bottom of the list. The #1 reason women (and men) weren’t applying for jobs that they didn't meet all the criteria for was because they “didn’t think they would hire me since I didn’t meet the qualifications, and I didn’t want to waste my time and energy”. Tara Sophia Mohr notes that this means women aren’t lacking the confidence to apply, but rather lacking information on how the hiring process works. We couldn’t agree with her more. We tell people all the time to apply for jobs that feel like a bit of a reach. We tell them this because those “requirement” sections on job postings aren’t really “must haves”, most of them are “nice to haves”. We aren’t saying that you should apply for jobs you aren’t qualified for, we’re telling you to apply for jobs you believe you can do well, even if you don’t meet every single requirement. Why? In our experience, by the time a job posting makes it to a website or a job board, it has passed through many hands. Managers, peers, supervisors, and more- all of whom add something to it. By the time it’s finished it’s often an impossible combination of skills that no real candidate actually has. In addition to this, remember how you gained all the skills you have now. You learned them. Great companies who really understand hiring often care less about hiring people with particular skills and more about hiring good people. Employees who are eager and willing to learn are always more valuable than someone who checks the boxes. Lastly, and possibly most importantly, companies know these requirement sections are unreasonable. There are probably just a few key skills that they’re really looking for. Have you ever seen those entry-level job postings that require 3-5 years of experience in the industry? They know it’s unrealistic. Most companies won’t penalize you for not meeting every single requirement. They won’t automatically count you out- because that person who meets every single one probably doesn’t exist. Our advice to you: highlight the skills you do have, talk about your ability to learn and your interest in growing your expertise. Look for companies whose culture and mission resonate with you. Keep finding opportunities for growth in your field. Everything from taking on work projects outside of your comfort zone to taking courses on your own time adds to your value as an employee. Give companies a clear picture of who you are, and how you’d fit in with them. If you meet 50% of the requirements, go for it. To read our resume tips click here
Diversity
Magazines, Toys and Textbooks
The story has persisted for generations: girls seek to be princesses waiting for their prince to support them while boys build, innovate, create, and save the day. Recently, this stereotype has become more pronounced. Gendered toys continue to be produced: princesses and Barbies for girls, tools and toy computers for boys. But what are younger girls actually interested in? What do they want to be when they grow up? According to Girls Life and Boys Life magazine, Fisher Price, and the creators of children’s toys and apparel the answer is apparent. Young girls strive to be beautiful, are only concerned with the affairs of vanity, and indulge in gossip and drama. Boys on the other hand are focused on their future careers and are encouraged to pursue technology and science. Girls Life, a popular tween/teen magazine, advertises itself as “the ultimate guide to all things girl.” Yet, the content of the magazine only includes tips on fashion, beauty, and relationships. Is this really what constitutes “all things girls”? Through such magazines, girls are influenced to focus more on appearance rather than be encouraged and inspired to explore their future careers. Girls Life also has an immense social media and online presence. Their company boasts 150,000 Instagram followers, 6.5 million site views a month, and a magazine subscription audience of 1.9 million. Possessing such a large reach, the content of their magazine is directly influencing an entire demographic of impressionable young girls. Girls Life has a male counterpart, Boys Life, targeted towards young boys. Boy’s Life is the monthly magazine of Boy Scouts America, an organization focused on leadership training, career orientated lessons, and hands on learning. Aimed towards boys aged 9 through 16, Boy’s Life, features STEM articles, career blogs, preparation for attending university, and more. The September 2016 Issues of Girls Life and Boys Life magazines have demonstrated vast gender stereotyping, promoting interest disparities as early as nine years of age. The Boys Life cover headlined “Explore Your Future”, while the Girls Life cover featured “Wake Up Pretty!” This was not the only instance of such blatant stereotyping. In the September/October 2015 issues, Boy’s Life magazine featured a special STEM publication discussing the lunar landing and potential STEM careers, while the Girl’s Life issue featured headlines such as “Up your beauty game” and “50 fall style steals”. Five years later, Girls Life continues to publish magazines promoting appearance and relationships. In the 2019 and 2020 issues of Girls Life headlines promoted “12 Signs Your Crush Is Into You” and “Beauty Blowout!”. At the same time, Boys Life has continued to promote STEM careers and adventure. The difference is clear: one issue promotes career and creation while the other promotes vanity and style. When girls are bombarded and exposed to such materialistic content at the tween age, interest disparities inevitably emerge. These influences correlate to high school girls’ deteriorating confidence in mathematics and science. A recent 2017 study, published in the Social Psychology of Education, to explore gender role bias and confidence in STEM fields, revealed that high school girls reported lower self-efficacy in mathematics and science subjects compared to boys. Interests that are developed in high school are more likely to be explored later on in a college or university. This lack of self- confidence and faith in STEM subjects discourages its pursuance by girls in the future. Even earlier than high school, girls are exposed to stereotypes as babies. Until recently, Fisher Price sold baby rattles in two gendered versions. The rattle targeted towards girls was shaped like a diamond ring and suitable for a “pretty princess.” For boys, the rattle was shaped like a hammer and targeted towards “busy boys.” Although the diamond baby rattle is now sold in a white “gender-neutral” color, such divisions continue to exist in other infant toys. For instance, Fisher Price sells a pink “Laugh and Learn Stroll and Walker Set” with a baby doll for girls while selling a blue “Laugh and Learn Smart Car” for boys. These baby toys are prematurely typecasting young girls.
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