WRT 205 Summer 2021 – Page 20 – Writing and Organizational Cultures

Expanding the Canon

In Bowen, Haverkamp, and Nye’s “A call to action: Preparing a disability-competent health care workforce” from the Disability and Health Journal, the authors successfully illustrate two initiatives that would eliminate the failure of competence towards those who are disabled as well as their essential care. The authors dissect why the needs of those who are disabled aren’t met by evaluating the preconceived notion caretakers have towards them. It is stated that their misunderstanding is a result of a biased mindset, where caretakers believe those with disabilities have a lower quality of life and function and have low expectations for their health which results in less urgency towards proper care. The authors come up with two initiatives that would alleviate the stress and pain patients with disabilities go through every day, and would in exchange, make them feel more comfortable and heard.

The urgency of these initiatives also circles back to hopes of systematic change and dismantling dishonest organizational culture. The article mentions that the systematic organizational framework in this country has disrupted the development and growth of disability healthcare. The first initiative to tackle this, the Disability Competencies, would demonstrate adequate and accessible health care. It would establish learning objectives and core foundations for health care workers, increasing understanding and urgency. The DCC (Disability Competent Care) would consist of continuing education training and bettering it as a whole. The Disability Competencies provides a set of skills and behaviors needed to provide accommodating health care towards those who are disabled. Through various studies, this framework was proven successful and applied to the full range of disabilities.

The DCC offers structure in educating the health care workforce and addresses the patient as an equal, not by their disability. The authors found that when health care workers have this preconceived notion, they don’t perform as strongly towards their patients, resulting in unfair health care and decreased mental health. I realized that when the patient’s mental health goes down, the health care workers then assume this is all a part of their disability when really, it is a reflection on them. The DCC and the Disabilities Competencies are so important because with a set of skills, behaviors, and reformed education, health care workers can finally take responsibility for lacking tremendously.

Bowen et al. acknowledge that the incompetence seen is due to systematic instability and that their initiatives would develop a foundation for practical, tangible change. I believe these initiatives need to be required and that healthcare licensure should be reevaluated the same way recruitment in the business workforce should, which we have seen in Pisano’s article. We need to re-evaluate the systems that have been set in place, as well as implement structured sets of skills in all places of work. New frameworks need to be created where there are no loopholes for privileged, selfish people in power.

Seen through these repeated injustices among various minorities, instability is systematic and lacks simple human understanding of one another, and the ability to work with each other as equals. I believe this article brings to the conversation another form of injustice that includes the same unstable framework as the ones we have seen. In order to conquer all minority injustices, it is safe to say that letting go of assumptions, implementing structure, and reforming education would finally acknowledge diversity and create big steps towards competent systematic change.

The video clip provided offers you a personal view of patients with disabilities that have undergone incompetent health care. I believe the human connection, as well as the real desire for it, is so beneficial when it comes to understanding one another and bettering a circumstance. In this video, you are able to see how good, fair healthcare for those with disabilities can really make a difference in someone’s life. You will notice health care workers acknowledging the importance of a patient. You also will notice how simple understanding and patience are needed to make a patient happy and content, furthering my point that small steps can go a long way towards competent healthcare and equality.

Works Cited:

Bowen CN, Havercamp SM, Karpiak Bowen S, Nye G. A call to action: Preparing a disability-competent health care workforce. Disabil Health J. 2020 Oct;13(4):100941. doi: 10.1016/j.dhjo.2020.100941. Epub 2020 May 14. PMID: 32467076.

Expanding the Canon Draft

In the research of Researching Developmental Disabilities, Szumski, Smorgorzewska, and Grygiel explore the attitudes that arise with students against peers that have disabilities. They conduct an experiment with a random sample of about 1500 Polish students in middle school through a questionnaire. They had a few different hypotheses and corresponding variables to help test them. They test students in two different types of classrooms, in a traditional one that does not have students with disabilities and an inclusive one. The authors also included a large spectrum of different types of special needs and disabilities, such as: intellectual or physical disability, autism, hearing or visual impairment, social maladjustment, behavioral disorders, and students with multiple disabilities. The goal of this study was to educate schools and students who are working with disabled students and how to make them feel like everyone else.

Screenshot from Has Inclusion Gone Too Far? on https://www.educationnext.org/has-inclusion-gone-too-far-weighing-effects-students-with-disabilities-peers-teachers/

The authors used the “Multidimensional Attitudes Scale Toward Persons with Disabilities” (MAS), to analyze the attitudes and the “Commitment to Ethical Goodness Scale” (CEG), to analyze moral identity of the students individually and at a classroom level. To analyze the attitudes of the students the MAS measure is in a way a short story where a person encounters someone who has a physical disability. They then wait with them in a one-on-one situation and questioned through three groups: emotions, cognitions, and behaviors. The students answered each question on a five-point scale of the likelihood that each and any of the demensiones had been raised. To analyze moral identity of the students the CEG measure was a self-reporting questionnaire with 15 different statements. There were three different dimensions of morality included: moral locus of control, ethical goodness, and ethical self-regulation. The authors then used the five-point scale again to see whether the students agreed or disagreed with the statements on both an individual level and of each class.

Screenshot from Applying the Contact Theory in Inclusive Education: A Systematic Review on the Impact of Contact and Information on the Social Participation of Students With Disabilities on https://www.frontiersin.org/articles/10.3389/feduc.2020.602414/full

The authors used a multilevel analysis to analyze the relationship between morality, attitudes towards students with disabilities, and the educational setting. They looked at the variables at an individual level and with each model they added more. The main idea of this study was to discover the importance of moral identity development among students. The authors analyzed it at a classroom level, an individual level, and through the cross of the two. They discovered that at an individual level, moral identity reduces negative attitudes in all three dimensions; however, the relationship between them is weak. Between the two different types of classrooms, students in an inclusive class had more positive attitudes than students in a traditional classroom. This was a strong relationship but only in the affective dimension. When analyzed at a classroom level, moral identity had a week relationship with the behavioral dimension, a moderate relationship with the affective dimension, and a strong relationship with the cognitive dimension. Importantly, the note that, classes where students contain a developed moral identity promotes commitment to the attention of others.

The authors concluded that moral identity is a regulator of a person’s behavior. Moral identity also allows for an improvement of the cognitive attitudes towards peers with disabilities better in an inclusive setting. They then note ways that their results can be used for change within the educational system to allow students with disabilities to feel less like they are being treated differently by their peers and feel more like they are just like their peers, which they are. Then they acknowledge limitations that were present in the study like using a cross-sectional scheme, assessing explicit attitudes and not the analysis of implicit attitudes, primarily focusing on inside the classroom and ignoring what happens outside of it, and they studied only one culture as opposed to multiple.

Screenshot from Inclusive Education on https://www.steppingstoneskenya.org/new/welcome/inclusive-education/

https://www.sciencedirect.com/science/article/pii/S0891422220301153

Responses 6/28

I think the Frieds topic is engaging from the beginning because of how relatable it is. He starts off his talk by posing a problem: why people can’t seem to get work done at work. He then discuses a question : where do you need to go when you need to get something done? These two statements caused me to think and reflect about my own personal experiences which continued to keep me focused. He then argues that this is because people are trading in a workday for “work moments”. I think it is interesting how he builds his argument by walking us through a “typical workday” that is filled with distractions and commitments that result in unproductivity. He also has a funny and sarcastic tone when he talks about manager and meetings which furthers his argument about how disruptive they both are. He proposes suggestions for offices to change, such as silence for more efficient workdays. By the end of this video, I was very supportive of his ideas because his arguments were very logical, organized, and personable.

After watching Heffernan TED talk, I was torn between claiming her evidence to be anecdotal (stories with a point) or analogical (comparison to different things) (maybe it is both or neither). Heffernan walks us through multiple stories (touching upon how predicting epidemics as well as forecasting wildfires is unrealistic) with the same themes: technology is unreliable, the world is unpredictable. She then argues that society is growing dependent on technology. She compares different instances where we utilize technology too much, that we are lacking somewhere else where it is more important. She lists real life examples (no sources, no numbers), but it is compelling and logical. For example, she discusses how the more time we use parenting apps, the less we know about our kids and how the more time we spend with people that we are predicted and programmed to like, the less we can connect with people who are different from ourselves.

She does a great job tying very different stories together with the same underlying themes and ideas. I think she has a great ability to make connections and “points” which is an effective way to engage viewers. The organization and structure of her arguments caused me to accept and understand everything she said without sources or data. I also think she is so persuasive because of her confidence.

EC Draft

In Is it safe to bring myself to work? Understanding LGBTQ experiences of workplace dignity, Baker and Lucas, both researchers interested in social identity and workplace dignity, claim that people who identify as non-heterosexual and non-cis gender will likely face bullying, discrimination, harassment, hurtful jokes and taunts, and ostracism throughout their careers. To understand the extent and effects of homophobic, transphobic, and queerphobic attitudes of employers and coworkers, the authors conducted semi structured interviews with 36 LGBTQIA+ working adults. The authors coded the responses into four categories of identity sensitive dignity threats experienced by LGBTQIA+ individuals in the workplace: social harm, autonomy violations, career harm, and physical harm. Additionally, the authors presented protection strategies that LGBTQIA+ members in the workforce can implement because of the clear threats to their safety and security. These strategies are avoiding harm by seeking safe spaces, deflecting harm with sexual identity management, offsetting identity devaluations by emphasizing instrumental value, and creating safe spaces for authenticity and dignity. The authors advocate for widespread education regarding the struggles faced by LGBTQIA+ in the workforce as well as change within organizations to be more inclusive and respectful.

These statistics look at the different reasons why LGBTQ+ are not “open” in the workplace

A screenshot from…

A Workplace Divided: Understanding the climate for LGBTQ Workers Nationwide, published by the Human Rights Campaign Foundation.

This media consists of multiple easy to read graphic designs that highlight important statistics and information about LGBTQIA+ workplace disparities.

Video: How to be a good LGBTQIA+ Ally

Educate yourself on the community (this includes terminology)
Do not make assumptions
Do not ever out someone
Be conscious of your language
Do not let slurs slide in others
Do not let others to make queer-phobic jokes
Stand up for others
Make space for LGBTQIA+ community

PERSONAL COMMENTARY: X

Works Cited: X

The Life of a Veteran: What Comes After Service?

“The association between unemployment status and physical health among veterans and civilians in the United States” by Than V. Tran, Julie Canfield, & Keith Chan makes a sound argument supporting the increase of vetrean employment programs in order to reduce the negative health impacts of being unemployed. Throughout the article, the author’s emphasize the health disparities that can arise from unemployment as well as the the hardships unemployed people have to go through in order to join the workforce. This process becomes increasingly burdensome for veterans due to their need to adjust to civilian life not to mention any other outstanding medical issues they may have gained while serving.

Tran, Cainfelid, and Chan relied on the evidence found in the “Interaction effect of employment status and veteran/civilian status” study. “This study hypothesized that the status of being unemployed would have an adverse effect on physical health across the populations, but specifically, this effect would be greater for veterans compared to non-veterans.”. Through this, the authors are “expanding the canon” of diversity and inclusion by adding to the collection of works created with the intent of increasing public awareness of the struggles that marginalized people face as a result of the current systems of America.

This article, in conjunction with others that make up the canon of diversity and inclusion, have enlightened me on the privileges that I have and the struggles of those who are different then me. Because of this I have been inspired to further my research in order to engage in meaning full forms of activism that spread awareness of these issues and bring about change. One of the most striking pieces of work that I have uncovered in my search was this Ted Talk that focused on the struggles of the shift from military to civilian life. In the video Brian O’connor, a United States Marine Corps veteran, makes an analogy between the dissociation of identity that he felt after service in which he says “This bryant outfit doesn’t fit anymore, its like I stole a young kid’s clothes”. This quote allowed me to experience a fraction of what it feels like to be a veteran.

References:

Tran, T. V., Canfield, J., & Chan, K. (2016). The association between unemployment status and physical health among veterans and civilians in the United States. Social Work in Health Care, 55(9), 720–731. https://doi.org/10.1080/00981389.2016.1191582

Discussion 6/28

I absolutely love the way that Heffernan approached her TEDtalk. She was able to get her main theme across to the listener, that efficiency is not always the best work aspect, by way of storytelling and setting different scenes. In the beginning of her talk, when she first mentioned the supermarket method to have each worker come to be assigned a task and then return for another when finished, I personally thought it was a very good idea. It was not until she made her point that there are always unpredictable aspects to the day when I realized that she was right. The way Heffernan was able to bring forward her argument in a small easy to understand way and then follow it with much bigger real-world examples was brilliant. She also included some very well-timed anecdotes that became very memorable for the audience members. One in particular was around minute 12:50 when she remarked about when efficiency and productivity are the only things valued. Heffernan then stated, “What gets left out? Anything that can’t be measured—which is just about everything that counts”. This made the viewers, especially me, realize that being efficient is not everything and that there are sometimes much more important things than work.
For question number two, I chose to analyze Renata Salecl’s TEDtalk titled Our Unhealthy Obsession with Choice. It was clever of her to start out with a bunch of quotes about choices and then stating that she was unable to choose the best one. It led into her main idea very well, that humans are very caught up in the need to make the best possible choice and then becoming overridden with anxiety or guilt on whether it was the correct one. She then led into very compelling real-life examples of the anxiety and the fickleness of the human unconscious. The first story she told was perhaps the most memorable to me. When Salecl mentioned her friend at the car dealership who would plant ideas into her customers head and encourage them to make decisions they most likely would not have made on their own. It just goes to show that human choices are impacted by their surroundings and upbringing. She then connects her next two stories by using the idea of anxiety and its connection to predictability, which in turn connects us back to our main idea of choices can be scary but we know we will always be making them. Each of Salecl’s stories blend into each other seamlessly and further proves the point from before while still introducing a similar but new idea. I personally thought it was very well done and created a lot ideas to further ponder.

Expanding The Canon Draft

In the Journal of Business Ethics Eddy Ng, incoming Smith Professor of Diversity & Inclusion in Business at Queen’s University and Dr. Greg Sears, Associate Professor of Human Resource Management and Organizational Behavior at the Sprott School of Business examine how CEOs assign significance and get their essential employees to execute diversity management. While CEO dedication is seen as being vital to organizational diversity efforts, little is known about how CEOs communicate their priorities and mobilize major organizational individuals to implement diversity management. It is acknowledged that an CEO’s outward appearance of devotion to diversity endeavors in organizations is an essential key to success however if the CEO’s true unspoken priorities are signaled to the organization what is the effect on organizational diversity efforts? I hypothesized that if a CEO didn’t truly have a commitment to a diverse workplace, would this unspoken truth affect diversity management practices.

In this study, an integrative model with surveys was utilized which theorized that CEO’s actual beliefs about diversity would forecast the execution of diversity practices within the organization. The findings suggest that a CEO’s words and actions alone are not adequate for the execution of diversity management practices. Managers within the company must perceive the CEOs as being authentically dedicated to workplace diversity for diversity management systems to be faithfully executed.

Analysis

This study was conducted to investigate CEO’s true feelings regarding diversity management practices versus the politically correct, publicly stated ones of the company. A CEO’s genuine pro-diversity behaviors can indicate to the workforce if their view on diversity in the workplace is truly positive. The overall goal of this study was to reach an understanding of the influence of both CEO instrumental beliefs and moral values in predicting a CEO’s commitment to diversity and the enactment of workplace diversity practices. The stated objective and the result of this study have uncovered some interesting facts. This study included only Canadian firms.

In addition to CEO’s the focus was on senior human resource managers because they are the ones usually assigned with implementation of organizational diversity efforts. If you think about the duties of each individual it makes sense since CEOs focus on an organization’s overall performance while HR managers are often tasked with implementing organizational directives such as complying with EEO/AA laws. “While CEOs play a lead role in initiating and supporting change, HR managers play a critical role in effecting and implementing change.” (Ng & Sears, 2020).

Ng and Sears appear to be developing theory for researchers to continue to expound upon. Their results highlight that both CEOs and HR managers play a crucial role in contributing to the success of organizational diversity efforts. One cannot be ignored or focused upon without the other. I think this research has brought to light that HR managers in particular must interpret the CEO’s words and actions as supporting and prioritizing diversity management. This interpretation comes not just from public pronouncements but rather from private actions supporting and prioritizing diversity management. CEO support is insufficient for organizations to move forward in diversity. HR managers, acting as change agents, must buy into the CEO’s values and thus play a vital role in the implementation of diversity management policies.

So, where do we go from here and what does this all mean? Future studies should include diverse companies in countries other than Canada to get a clearer picture of how generalized these study implications are. Also, it would CEO and HR manager demographic similarities and differences result in different outcomes? The CEO respondents were predominantly male (92%), Caucasian (98%), and possessed an undergraduate or graduate degree (90%). The CEO’s average age was 53 years old. Fifty-four percent (54%) of the HR managers were female, 95% were Caucasian (95%), and their average age was 46 years old. So, we need more diversity in future studies.

The way this research was conducted was via surveys. While surveys can be useful tools such as allowing large populations to be assessed with relative ease, I think it should be noted that to yield meaningful results, surveys require careful planning, time, and effort. The response rate for the study (22.3%) was low with a total of 286 organizations (matched pairs) completing both surveys. Therefore, the findings from this study should be interpreted with this response rate in mind.

The article is published in the Journal of Business Ethics which is a peer-reviewed academic journal. This is a highly respected publication with an impact score in 2020 of 5.77 and is a measure of the yearly average number of citations to recent articles published in that journal.

Reference

Ng, E. S., & Sears, G. J. (2020). Walking the talk on diversity: CEO beliefs, moral values, and the implementation of workplace diversity practices: JBE. Journal of Business Ethics, 164(3), 437-450. http://dx.doi.org.libezproxy2.syr.edu/10.1007/s10551-018-4051-7

Link to the article: https://www-proquest-com.libezproxy2.syr.edu/docview/2130628836?accountid=14214&pq-origsite=summon

Media

https://www.forbes.com/sites/carmenmorris/2020/08/11/8-things-any-ceo-can-do-to-advance-diversity-and-inclusion-right-now/?sh=421b26af5ac1

8 Things Any CEO Can Do To Advance Diversity And Inclusion Right Now

By Carmen Morris

This article can be read or listened to. It points out that many diversity and inclusion initiatives have been unsuccessful due to the absence of leadership commitment. It is the task of leadership to support the progress of diversity and inclusion. This is very much in keeping with my research of CEO’s support or lack of it leading to the success or failure of diversity efforts.

Another Media

I found this media and it reminded me that the surveys in my research study were…

predominantly male (92%), Caucasian (98%), and possessed an undergraduate or graduate degree (90%). So, we’re expecting leaders of diversity efforts to literally have no diversity…hmmm.

Source: https://www.russellreynolds.com/insights/the-99th-floor/talent

Okay…one more media.

Basically how can we expect fresh innovative ideas when everyone looks, sounds and has the exact same backgrounds? In the study I evaluated…The CEO respondents were predominantly male (92%), Caucasian (98%), and possessed an undergraduate or graduate degree (90%). The CEO’s average age was 53 years old. Fifty-four percent (54%) of the HR managers were female, 95% were Caucasian (95%), and their average age was 46 years old. Everyone is the same…no diversity! Fresh ideas anyone?

Source: https://marketoonist.com/2018/08/diversity.html

Discussion Questions Week of 6/28

1) Jason Fried does a great job explaining in an engaging manner “Why work doesn’t happen at work”. His goal appears to convince people that productivity occurs everywhere but at the office. I should be upfront as I analyze this talk I believe in certain circumstances I agree with him. Did he write this after the pandemic…he should have because it’s can be so true. It is clear from the audience reaction that they can relate to his story of workers attempting to find time and a place to accomplish work.

The strategy that he uses to explain his ideas is one of folksy stories. One of the big laughs that he got from the audience is “You don’t have workdays anymore…you have work moments.” He points out that special creative people need long stretches of uninterrupted time, well I’d point out that all workers may need longer stretches of uninterrupted time to accomplish effective work.

Jason is invoking the audience’s emotion to gain acceptance and approval for the ideas expressed. He stirs the emotions of many employees who might have simmering resentment of their supervisors by noting, “Managers jobs are to interrupt people and make sure people are working.” While that got a chuckle from the audience, I think a grain of truth was in the statement which caused the reaction.

He ends the talk with three provocative ideas that are intended to generate strong emotions.

1) Instead of casual Fridays…“No-talk Thursdays.” Just one Thursday a month with a period of “quiet time” prohibiting coworkers from talking to each other and limiting distraction. It’s better than a new computer.

2) Replacing active communication such as face to face conversation, with passive forms such as email, IM and collaboration tools.

3)If you have a meeting coming up…go ahead and cancel the meeting.

Throughout his talk, Jason speaks in a calm, relaxed manner. He walks across the stage with authority and confidence. He uses pauses effectively as he describes the stories, makes his point, but is not too wordy (thus losing his audience’s attention). By using a full, resonant voice, Jason conveys an air of knowledge and I am drawn to his talk as the audience was.

2) Margaret Heffernan’s talk is one of a speaker working with evidence. The overall theme of her TED talk is about the unstable planet that we exist in…how prophetic! In an engaging talk, Heffernan provides numerous examples of skills that should be developed in our unpredictable world along with examples of companies and almost frightening predictions of what occurred since she made the speech in 2019.

As evidence she mentions the Coalition for Epidemic Preparedness, CEPI. At the time of the talk, she commented that there will be more epidemics in future, although we don’t know the specifics so all we can do is prepare. Vaccines can be developed, knowing that we can’t predict which vaccines are going to work or which diseases will break out. However, some of those vaccines will never be used. While there’s a certain inefficiency to that it does mean that we have choices. Those choices mean the system is strong and healthy. I’m sure if she did the talk in 2021 she’d note the choices in vaccines that are available.

The bottom line according to Heffernan is the human skills are important in solving the problems of our unpredictable age. Margaret Heffernan walks the audience through her argument with examples from supermarket chains to the Bank of England to climate change. This talk was easy-to-understand and Heffernan conveyed the information with a passion that was clear to the audience.

Margaret Heffernan’s perspective is that of an entrepreneur, CEO, and writer. She is presently a Professor of Practice at the University of Bath School of Management in the UK. She teaches entrepreneurship, as well as mentors executives.

Expanding the Canon Draft

Algorithm-Driven Hiring Tools: Innovative Recruitment or Expedited Disability Discrimination? by Lydia X. Z. Brown, Ridhi Shetty and Michelle Richardson, presents us with a compelling report on the consequences AI based assessments have on employment of the disabled. Many of us revel in all the latest advancements in technology. We think the more tech, the better. Brown, et al., however, immediately set about clearing up any misperceptions we may have had about the neutrality and fairness of artificial intelligence-based hiring tests. We are treated to an informative and eye-opening breakdown of all the different types of tools and tests currently being used for hiring. Although it is not expressly noted by Brown, who is autistic and an expert on disability rights and algorithmic fairness, it is clear neurodivergent employment candidates have a high potential for being discriminated against via these tests. The authors also make certain to share with us that many employers do not realize how biased these tests can be. Hence, Brown, et al., spend a great deal of time pointing out the numerous ways an employer could be held liable for discrimination under the Americans with Disabilities Act (ADA)¹. As such, this report proves to be a valuable resource for self-advocates and employers alike. Although, it is important to note that it was prepared by the Center for Democracy, an advocacy group who focuses on equity in civic technology and digital privacy/data among other things.

More than anything else, this paper is an exercise in both empowerment and how to be an anti-ableist in the hiring process. It educates us on the use of personality tests, face and voice recognition and resume screening for patterns. The authors remind us that algorithms are created by people and people have bias, hence there are biased algorithms. We are provided with shocking statistics such as,

“76% of companies with more than 100 employees use personality tests.”

“An estimated 33% of businesses use some form of artificial intelligence in hiring and other HR practices.”

“The employment rate for people with disabilities is about 37%, compared to 79% for people without disabilities.”

We learn that candidates are ultimately chosen, not by a human, but by a machine. Machines ignore nuances and context and lack empathy. Just as the articles we read in class helped enlighten us on what unconscious bias and inclusion are, Brown, et al., are resolute in persuading us that the abilities many of us take for granted, like good eye contact, could make us blind to how disabled people (autistic in this case) are forced to maneuver the employment landscape.

The authors offer us insight into how the intersection of people’s disability, race and socioeconomic status leads to hiring discrimination. This is something our class might want to further explore. As mentioned earlier, Brown, an autistic person who also possesses intersecting identities, is a champion for equity in hiring. They appeared in HBO Max’s documentary² “Persona: The Dark Truth Behind Personality Tests” where they elaborated on the devastating effects of digital hiring assessments on neurodivergent people and other marginalized groups. Not only will disabled readers see that Brown, is like them and advocating for them, but the authors hope to appeal to our ability to empathize with people unlike ourselves. Brown, et al., also “walk the walk” by providing a plain english version of their report and offering solutions (like using disabled software developers) based on Civil Rights Principles for Hiring Assessment Technologies³

Some may say the report itself is biased. But is it bias if you’re telling the truth?

Footnotes

Source:

https://cdt.org/wp-content/uploads/2020/12/Full-Text-Algorithm-driven-Hiring-Tools-Innovative-Recruitment-or-Expedited-Disability-Discrimination.pdf

42 U.S.C. § 12112(b)(6) (2018); 29C.F.R. § 1630.10(a) (2019). Three other ADA provisions similarly prohibit disparate impact of people with disabilities. These prohibit (1) limiting, segregating, and classifying an applicant or employee in a way that adversely affects their opportunities or status because of their disability; (2) contractual or other relationships that have the effect of disability discrimination (a simple agency theory of liability); and (3) utilizing standards, criteria, or methods of administration that have the effect of disability discrimination. 42 U.S.C. § 12112(b)(1)-(3) (2018), 29 C.F.R. § 1630.5-.7(2019).
HBO Max, Persona the Dark Truth Behind Personality Tests Persona | Official Trailer | HBO Max – YouTube
See Leadership Conference on Civil & Human Rights, Civil Rights Principles for Hiring Assessment Technologies (Jul. 2020), https://civilrights.org/resource/civil-rights-principles-for-hiring-assessment-technologies/.

Discussions/Homework Week of 6/28

Response #1

The style of Margaret Heffernan’s TED Talk, The Human Skills We Need in an Unpredictable World, was quite compelling. Ms. Heffernan, an entrepreneur, CEO, writer and keynote speaker, immediately grabbed our attention by sharing case studies that presented examples of things the audience likely would predict had happened, then surprised us by showing that we were wrong.

Heffernan led us through the telling of multiple stories with unexpected endings primarily because every case involved humans versus technology. Our presenter’s voice possessed a cadence that kept her audience’s attention and she engaged us by asking a question then answering it. She used descriptive words like “robust”, “inefficient” and “preparedness” repeatedly to drive home her point. Heffernan was able to captivate her audience by discussing things that mattered to them, like the value of humans over algorithms.

Once she drew in her audience, Heffernan shared some philosophies that are important to her like how outsourcing to machines displaces people in low-income jobs or how technology leads us to not connect with people different from ourselves and have less compassion for others. In the end, she proved to us that humans are uniquely cut out for unpredictability and all its wonder.

Response #3

Margaret Heffernan, entrepreneur, CEO, writer and keynote speaker, is an innovator. She started out by looking at what made women-owned businesses different from others. Now she examines the intersection of business, technology, society and family.

During her TED Talk, “The Human Skills We Need in an Unpredictable World” we find that Heffernan’s views align quite well with many of the issues we’ve been studying in class. She understands that nothing is in a vacuum and that all things are connected. Ms. Heffernan spends a lot of time examining how the impact of one action can have a domino effect on multiple, seemingly unrelated, things. This is an important point as shown in “Key D&I Concepts” where Kaplan and Donovan illustrate how executive Kim unknowingly causes negative impacts on several of her employees through seemingly innocent acts. Similar to Austin and Pisano’s Neurodiversity as a Competitive Advantage, Heffernan’s TED Talk also speaks to the problematic nature of algorithms resulting in disconnection from and dispassion for others unlike ourselves. In an attempt to be efficient in hiring by using algorithms, many companies miss out on surprisingly beneficial relationships with atypical job candidates. As Ms. Heffernan put it, “We are attempting to force-fit a standardized model of a predictable reality onto a world that is infinitely surprising”. While we delve deeper into our work on Diversity and Inclusion, I hope we learn to do away with force-fitting standardized models on people and embrace everyone’s differences.