September 1, 2021 - Page 2 of 2 - Burley Law
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Month: September 2021

Recruitment algorithms – à la mode or out of step?

A recently published report found that outdated recruitment practices are alive and well in 2021 and are being allowed and even encouraged by Facebook’s algorithms and in its own workplace. 

As part of the investigation by Global Witness* job adverts for real-world vacancies were placed on Facebook.  Apart from the stipulation that the ads should be seen only by UK adults, it was down to Facebook’s algorithms to decide who they were shown to. 

The following evidence published in the investigation report suggests that Facebook’s algorithms are in urgent need of some equality and diversity training.

Of the people shown an ad for:

Mechanics, 96% were men

Nursery nurses, 95% were female

Airline pilots, 75% were men

Psychologists, 77% were women.

As a result of this investigation, legal complaints are now under way to the Equality and Human Rights Commission and the Information Commissioner about Facebook’s advertising practices which are accused of flouting UK equality and data protection laws.

In the same report Facebook is accused of running ageist and sexist recruitment practices in its own UK workplaces.  Various ads for jobs with the social media giant were found to be skewed against people aged 55 years or older, despite nearly 20% of Facebook users in the UK being in this age bracket at the time.

These findings do not sit comfortably with Facebook’s public image of a community in which you can be anything you want to be or the huge power it and other social media giants wield over the lives of ordinary consumers and businesses.  It remains to be seen whether Facebook will be keen put its UK house in order without being compelled by higher authorities to do so.

Now more than ever, recruiting and retaining the best talent for the workplace matters.  Individual attitudes to work and the HR landscape are changing fast and businesses need to be in the right shape to keep pace and thrive.  While smes don’t control social media algorithms, they do control the decisions they make every day about who they want and need in their businesses and how to find them.

These days applicants are more interested in authenticity than fine words in fancy adverts. They care about culture and values and they are savvy – if the reality of the workplace doesn’t match expectations they will not hang around for long.

Key issues to think about:

  • What message does your recruitment policy and practice give about your business and what it is like to work there?  Does this match the reality and is it backed up by your other employment policies and practices?
  • Do you need to take a critical look at your employee profile and workplace culture and what it says to job applicants? Is diversity really valued in your business or do your job ads say this just to get you noticed above the crowd?
  • Is a blanket social media campaign (for example via Facebook or linkedin) the best way to ensure that you recruit the right talent for your business? Who will see your ads on social media and would a more tailored approach help you to reach the best people?

Https://www.globalwitness.org/en/press-releases/global-witness-calls-ehrc-and-ico-investigate-facebook-breaking-anti-discrimination-and-data-protection-laws/

Diversity in the Legal Profession

Diversity in the legal profession is, understandably, under the spotlight like never before and we are proud to be an inclusive law firm, offering opportunities based purely on ability and potential. 

Our recent intern Lily Hoang has shared some of her personal insights into this important issue in our latest blog which you can read below.

Law is undoubtedly a competitive field to get into and many BAME (Black, Asian, and Minority Ethnic) students struggle to find opportunities in the legal profession. For other students they are discouraged to pursue law because of the lack of diversity in the media.

Asian and Black lawyers are considerably underrepresented in mid to large size firms. As of 20 March 2020, the Solicitors Regulation Authority reveals data that shows that BAME lawyers make up 21% in England, Scotland, and Wales. In comparison to 2017, the statistics of BAME lawyers have remained at 21%.

My passion to strive for diversity within the legal profession and ambition to qualify as a solicitor someday stemmed from my personal experiences growing up in the UK.

My family had fled Vietnam as refugees. Upon migrating to the UK, my family received a lot of racial abuse and derogatory treatment. Through these discriminatory episodes, my mother gave me a British first name Lily to fit in and for future employment opportunities.

As a child, my family did not understand the system that was in place and had a lack of resources to turn to. I was depended on to translate for my family and did not understand lengthy government documentation. The responsibilities I faced as a child gave me the confidence to raise awareness on social injustice.

Despite not coming from a traditional background, I know that I have a lot to offer to the legal profession. I was fortunate that Burley Law Limited recognised the value in me by kindly offering a position for me to be a summer intern at their firm.

I believe a solution to more representation in the legal workplace is to offer valuable work experience to BAME students. The team at Burley Law Limited made me feel so welcomed and the working atmosphere has been positively motivating. I was getting hands on experience in the world of Intellectual Property, Technology and Employment.

In many ways, I am grateful for Des and Liz for believing in me and taking time out of their schedule to mentor me. They invested in my growth and encouraged me regardless of my background. The internship has broadened my network and has given me the chance to leave the hospitality industry for good so that I could dedicate my focus to my legal pathway.

In the future, I hope that there is more representation of BAME lawyers in the media and that BAME students are not discouraged to pursue a career in law. I look forward to law firms demonstrating equal consideration to all candidates’ despite of their ethnic background. Not only for the firm’s competitive advantage but for fairer recruitment process.

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