Gender Equality Provided by Active Action in Recruitment and Selection Process

Klára Tatár-Kiss
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Abstract

THE AIM OF THE PAPER Despite all the efforts in relation to hiring women to workplaces, parity has not yet been achieved, and the gap between women and men is even wider when leadership roles are considered. Organizations are gendered, the human resource practices are outdated and are still structured around the ideal, male worker. The main objective of this paper is to critically review the recruitment and selection process (RSP) and provide active actions as practical recommendations, which will enable organisations to hire women into the workplaces. METHODOLOGY This research is an empirical study of large multinational organizations, identifying the key human resource policy intervention points in the RSP. MOST IMPORTANT RESULTS The outcome of the critical review is that the traditional RSP needs to be transformed and only this transformation – applying positive actions - will enable organisations to achieve gender equality at the workplace. The novelty of this paper is the empirical research of global organizations, based on which, the key intervention points of RSM were identified. The following active actions are proposed: embed employer branding and early talent attraction into the recruitment process; provide transparency of salary bands; apply of female quotas; use structured interviews; run diverse interview panels; and use explicit comparator method.
在招聘和选拔过程中采取积极行动促进性别平等
尽管所有的努力有关雇用妇女到工作场所,平等尚未实现,女性和男性之间的差距甚至更大,当考虑到领导角色。组织是性别化的,人力资源实践已经过时,仍然围绕着理想的男性员工。本文的主要目的是严格审查招聘和选择过程(RSP),并提供积极的行动作为实际建议,这将使组织雇用妇女进入工作场所。本研究是对大型跨国组织的实证研究,确定了RSP中的关键人力资源政策干预点。最重要的结果关键审查的结果是,传统的RSP需要转变,只有这种转变-应用积极的行动-将使组织在工作场所实现性别平等。本文的新颖之处在于对全球组织的实证研究,在此基础上确定了RSM的关键干预点。建议采取以下积极行动:在招聘过程中嵌入雇主品牌和早期人才吸引;提供薪金级别的透明度;适用女性配额;使用结构化面试;组织多样化的面试小组;并使用显式比较器方法。
本文章由计算机程序翻译,如有差异,请以英文原文为准。
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