From a broader context, our work highlights an unexpected consequence of discrimination. Specifically, when minority members are slighted by the majority, they might tend to turn to one another for social support, resulting in a network of informal relations that may (ironically) enable them to achieve better outcomes. For example, observers have noted that women are slowly making inroads in male-dominated markets such as technology entrepreneurship and private equity. READ MORE: A Study of the Champagne Industry Shows That Women Have Stronger Networks, and Profit from Them | HBR
This evening I’m giving a talk to my daughter’s Girl Scouts troop about careers in technology. I’m going to tell them that women have done amazing things in tech. I’m going to tell them that they too can do anything they set their minds to in this arena. But I will be lying to them. “You can do whatever you set your mind to” is a half-truth, because there are real obstacles—if not barriers—that keep women and minorities from truly thriving in this field. The tech industry has a diversity problem, and it’s a problem not just for these young girls, but for all of us. READ MORE: We Aren’t Imagining It: The Tech Industry Needs More Women | LifeHacker
Children’s books about being raised by same-sex parents, including one about a pair of “gay” penguins bringing up a chick, are to be banned in Venice’s schools, as a new mayor stamps a more conservative mark on the World Heritage city. READ MORE: Gay parenting books to be banned from Venice schools | Telegraph.
Many companies regularly look up job applicants online as part of the hiring process. A new study suggests they may also use what they find to discriminate.
The study, a Carnegie Mellon University experiment involving dummy résumés and social-media profiles, found that between 10% and a third of U.S. firms searched social networks for job applicants’ information early in the hiring process. In those cases, candidates whose public Facebook profiles indicated they were Muslim were less likely to be called for interviews than Christian applicants. The difference was particularly pronounced in parts of the country where more people identify themselves as conservative. In those places, Christian applicants got callbacks 17% of the time, compared with about 2% for Muslims.
The same experiment, conducted from February to July of this year, found that online disclosures about job candidates’ sexuality had no detectable impact on employers’ early interest.
The research is the latest example of how people’s digital trails can have far-reaching and unintended effects, particularly in the job market.
Read the rest of the story: Bosses May Use Social Media to Discriminate | WSJ.com.