All articles tagged with #hiring practices
The New York Times rejects the EEOC’s allegations of employment bias, calling the suit politically motivated and asserting its hiring is merit-based. The company says the contested deputy-editor decision involved no race or gender bias and underscores its long-standing commitment to diversity and fair, legal hiring.
Ahead of Monday’s Super Bowl press conference, Roger Goodell could be pressed on NFL hiring practices and DEI, with recent history including Jim Trotter’s lawsuit over newsroom employment questions, scrutiny of the Rooney Rule after a largely non-minority head-coach slate, and ongoing debates about DEI’s role and the league’s accountability in hiring. The discussion comes as government oversight remains limited and the league faces questions about its diversity initiatives.
Former Bungie chief legal officer Don McGowan revealed that the studio hired fans at lower wages to save money, leveraging their passion for the games. This disclosure comes amid significant layoffs and delays in Bungie's projects, including the Marathon reboot. McGowan also discussed unionization efforts within the gaming industry, noting tactics like promoting potential organizers to diffuse union momentum. Bungie's workforce has been reduced by nearly 47% in a year, and a former director has filed a lawsuit against the company for wrongful termination.
Harvard University's Faculty of Arts and Sciences will no longer require diversity and inclusion statements in its hiring process, opting instead for broader service statements that emphasize strengthening academic communities and fostering inclusive learning environments. This change comes amid national scrutiny of DEI efforts and feedback from faculty who found the previous requirements too narrow.
A U.S. tech company, Arthur Grand, blamed an Indian recruiter for a discriminatory job posting that specified "whites only" and "US born citizens" should apply. The company agreed to a $7,500 federal settlement and to reform its hiring practices. The Justice Department condemned the posting, and Arthur Grand claimed it was unauthorized and created by a disgruntled recruiter.
Many employers have set arbitrary age cutoffs for hiring and working, but the reality is that older workers are a valuable and growing part of the workforce. With a significant number of older Americans remaining in or reentering the workforce, it's crucial for employers to recognize the value of age diversity and provide opportunities for older workers to continue working and advancing in their careers. While some progress has been made in considering older job applicants, there is still a need for more age-friendly workplace policies and programs to support older workers in staying employed and adapting to changing work environments.
Economists conducted an audit study by sending 80,000 fake resumes to 100 large U.S. companies, revealing that presumed white applicants were contacted 9.5% more often than presumed Black applicants. Some companies, particularly in sales and retail, showed significant bias, while others, such as Lowe’s and Target, exhibited little to no discrimination. The study also found that gender discrimination was rare in entry-level jobs, but when present, biases were larger than those for race. Centralized HR operations, diverse hiring teams, and regulatory scrutiny were associated with reduced bias, while profitable companies were less biased, suggesting that discrimination is detrimental to business.
Current and potential Republican National Committee (RNC) staffers have been asked in job interviews whether they believe the 2020 election was stolen, serving as a litmus test for hiring, as the Trump campaign has merged its operations with the RNC. The new hiring questions come as Trump continues to falsely claim election fraud, and the RNC's new leadership, endorsed by Trump, reflects his dissatisfaction with the handling of fraud claims. Former RNC Chairwoman Ronna McDaniel's relationship with Trump fractured over this issue, and Trump allies have taken top roles at the RNC. Trump advisers have described the current relationship between the campaign and the RNC as "symbiotic."
The American Conservative Values ETF has divested from Tyson Foods and given it a "refuse to buy" rating due to its hiring of migrant and refugee workers, claiming that the practice could alienate customers. Tyson defends its hiring practices, stating that it only employs people legally authorized to work in the US and is committed to combating unlawful employment. The company recently partnered with a nonprofit to hire refugees and asylum seekers, aiming to provide stability and belonging to these employees.
Billionaire Mark Cuban criticized Elon Musk's stance on diversity, equity, and inclusion (DEI) as "Elon's little echo chamber" and defended the merits of DEI, arguing that it helps in finding more qualified candidates. Cuban engaged in a debate on X (formerly Twitter) to provide an alternative viewpoint, stating that the platform rewards Musk's supporters. He also discussed the challenges of hiring and the limitations of using merit as the sole criterion for hiring decisions.
Apple has agreed to pay up to $25 million in backpay and civil penalties to settle allegations that it discriminated against U.S. citizens and permanent residents in favor of foreign nationals seeking green cards. The Department of Justice found that Apple's recruitment practices favored beneficiaries of the permanent labor certification program (PERM) and discriminated against U.S. candidates and non-U.S. residents. As part of the settlement, Apple will establish a back-pay fund, pay penalties, implement measures to ensure fair recruitment practices, and provide training on anti-discrimination requirements.
Apple has agreed to pay $25 million to settle a case brought by the Department of Justice, which accused the company of illegally discriminating against US citizens in its hiring practices. The DOJ alleged that Apple favored foreign hires and made it difficult for US workers to apply for certain jobs by not advertising them on its website and requiring paper mail applications instead of electronic submissions. The settlement includes back pay for those affected and fines. Apple stated that it unintentionally failed to follow DOJ standards and has implemented a remediation plan to comply with government requirements.
SpaceX has successfully obtained a court order blocking the Department of Justice's (DOJ) discrimination lawsuit, which accused the company of refusing to hire asylum seekers and refugees. US District Judge Rolando Olvera ruled that the DOJ's administrative judges lack the authority to review the case. SpaceX had countersued the DOJ, claiming that the judges were unconstitutionally appointed. The company denies engaging in hiring discrimination and argues that it seeks to hire the best candidates regardless of citizenship status. The DOJ declined to comment on the ruling.
Donors and influential figures are expressing concern over the rise of antisemitism on Ivy League campuses, criticizing the universities for prioritizing issues like microaggressions while allowing students to call for the elimination of Israel. Some donors have decided to withhold funding, while others are demanding accountability and transparency regarding the students involved in antisemitic protests. The article argues that employers should reconsider hiring graduates from these elite institutions and instead focus on graduates from other universities who align with American values and have a strong work ethic. The author suggests that by changing hiring practices, the influence and power of these institutions can be diminished, leading to necessary change.
A federal judge dismissed a discrimination lawsuit against Texas A&M University, stating that the professor who filed the suit never applied for a job at the university. Richard Lowery, a white finance professor at the University of Texas, accused Texas A&M of racial discrimination against white and Asian men. However, the judge ruled that Lowery did not demonstrate a legitimate legal injury since he never submitted a job application or expressed an intention to do so. The court also cited a recently signed state law that prohibits public universities from providing preference based on race, sex, color, ethnicity, or national origin to job applicants. The judge dismissed the lawsuit but stated that Lowery could pursue legal action once the state law takes effect in January if he believes the university's hiring practices are unlawful.