Hiring

A look at the psychology and economics research to see what the impact of diverse teams is on innovation and financial performance; having more perspectives, different experience and an inclusive environment is good for business.

13 Myths About Affirmative Action: A Special Series on a Public Policy Under Siege This 13 - part series provides readers with a guided tour of the current controversy about affirmative action. Each installment is structured to explore a widely held belief or assertion about affirmative action. Upon closer inspection, each belief is shown to be false, distorted, or unsupported by the evidence.

System-wide changes to the culture and climate in higher education are needed to prevent and effectively respond to sexual harassment. There is no evidence that current policies, procedures, and approaches—which often focus on symbolic compliance with the law and on avoiding liability—have resulted in a significant reduction in sexual harassment.

A new report outlines how academic institutions create a culture in which sexual harassment can run rampant. Here are some questions, drawn from the report, to help gauge your institution’s culture.

This is the fifth post in a series suggesting changes to the systems of scientific training that may reduce the frequency or severity of harassment and discrimination against scientific trainees. Part 1 is here. Part 2 is here. 

What Is Workplace Sexual Harassment?

Sexual harassment is a type of sex discrimination that violates federal law under Title VII of the Civil Rights Act of 1964. Illegal workplace sexual harassment can happen between people of the same gender, different genders, coworkers, an employee and a client or customer, or an employee and their supervisor, among others. Harassment can occur almost anywhere, including in the workplace, at a work-related event outside of the workplace, or during work travel.

Most Countries and States Do Not Provide Legal Protections for LGBT Employees

A great article about improving the entire job interview process written from hundreds of comments from people of marginalized groups.

This article is about MoveOn’s hiring process for this role. To candidates reading this: my goal is to make our process as clear as possible. To hiring managers reading this: my goal is to open source our hiring processes. We want to make hiring as equitable, inclusive, competitive, and successful as possible. Feel free to reuse anything here that is useful to you.