With the advent of globalization, organizations have had the opportunity to recruit individuals with diverse backgrounds. However, despite this opportunity, going through industry employment records today still shows a disparity between race and gender.
Chamath Palihapitiya, an early member of Facebook’s growth team and the Founder/CEO of the Social Capital, a large silicon valley venture capital firm, conducted an extensive research of racial and gender diversity across U.S. Venture Capital Firms. As seen in shown in the statistics below, the disparity of minority groups couldn’t simply be overlooked.
It is apparent that there exists a systematic problem that contributes to the disparity between different social groups. As best said by Palihapitiya himself, organizations have seemed to “internalize that there are structural things happening here and that we are in an inefficient system.” He further explains, “if we are ever going to break away from the fact that there’s a cloistered group of people that have amassed immense amounts of power — and I think that’s only going to get exacerbated — we just have to balance with a more inclusive amount of people that are at the table that can fight to reallocate capital and ideas.”
So where do we go from here?
In order to truly acknowledge and tackle this problem, we must adopt tools and processes, that systematically break down any form selective human bias, be in conscious or subconscious, toward someone, with regard to race or gender.
Semeon, a Montreal-based AI startup, has come up with Talent Match, to help combat diversity and bias problems in the workplace! Talent match, a resume screening service that uses natural language processing, allows the human resource team to automatically sieve through resumes and produce a dashboard of the most qualified applicant through an unbiased result.
This AI tool doesn’t comprehend the complexities of bias, as is purely focuses toward the applicant’s profile in terms their hard and soft skills. It also allows recruiters to filter different applicants by years of experience/academic profile etc, to narrow down the applicant pool to a handful for true consideration. This system, therefore, robs the recruiter from ever questioning their own biases, and removes the anxiety a person may have for having an infrequent name when applying for a job.
Call To Action
Having a more inclusive and diverse workspace should not come at the price of skill. Creating an environment where talent is the driver of employee’s growth, thus placing the organization into a positive light, through everyday better decision making, acquiring great talent, all contributing to improving the organization’s ROI.
Please make sure to learn more about Talent Match by setting up a demo with us!