The award-winning Compliance into the Weeds is the only weekly podcast that takes a deep dive into a compliance-related topic, literally going into the weeds to more fully explore a subject.
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In this episode, Tom and Matt take a deep dive into recent study on bias in workplace hiring and use the study to consider if compliance needs to be more centralized.
The topic of discriminatory patterns in hiring is an interesting yet contentious issue. It encompasses biases in recruitment based on factors such as names, gender, and race, which, unfortunately, are still prevalent in various companies.
Tom believes that these discriminatory practices hamper equal opportunities and, hence, need to be addressed earnestly. Drawing from his likely experience in promoting fair employment practices, he emphasizes the need for diversity and inclusion initiatives.
On the other hand, Matt attributes such discriminatory hiring patterns to inherent biases and prejudices of employers. He argues that discriminatory practices result in a lack of diversity in the workplace as qualified individuals are overlooked based on their race, gender, or age.
Following from his perspective on the matter, Kelly champions the execution of policies that foster equality and fairness in the hiring process.
Key Highlights:
- Bias in Hiring Practices Based on Names
- Bias Reduction Through Centralized Recruitment Operations
- Enhancing the control environment through Internal Audits
- Ethical Alignment for Compliance Management Success
Resources:
Matt on Radical Compliance
Tom
