Did you know that using phrases like "a proven track record" on job postings result in more male applicants, whereas "a passion for learning" attracts female applicants?
These findings are according to the startup Textio that launched last year and recently raised $1.5 million for its software that promises to spot gender bias in job descriptions and performance reviews. Companies like Textio are becoming a big business, particularly in Silicon Valley, where the percentage of underrepresented minorities is so low, employers shouldn’t trust their own judgment anymore. After all, if we learned nothing else from Ellen Pao’s landmark gender discrimination case, we know that inequality is never as black and white as some of us believe.
In the second part of his blog series on leadership lessons, Bernie Bulkin, author of Crash Course and former senior executive of BP, talks about how corporations need to rethink their organisation in the 21st Century
Influential people have a profound impact on everyone they encounter. Yet, they achieve this only because they exert so much influence inside, on themselves.We see only their outside.We see them innovate, speak their mind, and propel themselves forward toward bigger and better things.And, yet, we’re missing the best part.The confidence and wherewithal that make their influence possible are earned. It’s a labour of love that influential people pursue behind the scenes, every single day.
There has been a new fad rising among companies around the world. It benefits the customers, the employees and the management. This new popular trend is catching on from company to company and is spreading like wildfire. What is this new trend? It is the focus on employee happiness.
Here is a list of 15 neuromarketing tactics that any website can use. Each is based on a specific bias. Most of these are simple, subtle, and very common if you know where to look. Every marketing website should be using at least a few of these tactics.
Some aspects of organizational culture are visible on the surface, like the tip of an iceberg, while others are implicit and submerged within the organization. Because these ingrained assumptions are tacit and below the surface, they are not easy to see or deal with, although they affect everything the organization does.
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