Monday, May 20, 2024
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Employers Are Less Likely To Hire People With ‘They/Them’ Pronouns



Usually, when a business seeks to hire an employee, it looks for someone who will do the job that is expected of them. In addition, it will usually need someone who can fit the company’s culture and someone who will not cause too many problems.

It appears that companies have found a way to weed out potential problem cases and as usual the woke crowd does not like that. According to a report issued by Business.com, employers are rejecting those who use “they/them” pronouns in their resumes more than it does people who don’t.

From CNBC:

According to a new report from Business.com, a business resource platform, over 80% of nonbinary people believe that identifying as nonbinary would hurt their job search. Similarly, 51% believe their gender identity has affected their workplace experience “very or somewhat negatively.”

Ryan McGonagill, director of industry research at Business.com and author of the report, says these statistics show just how much work there is to do around diversity, equity, inclusion and belonging in the workplace.

We clearly have more work to do on several fronts. Over the past 10 years, DEIB efforts have been prioritized by many companies; however, the results of this study and past research show that teams in most industries aren’t proportionately representative of the U.S. population,” McGonagill tells CNBC Make It. “And worse, many people (like the nonbinary individuals we spoke with in our research) feel like they don’t belong.”

McGonagill went on in the CNBC piece to argue that businesses should have more “diversity, equity, and inclusion” (DEI) programs to encourage the so-called non-binary people to feel more welcome.

Anyway, the team at Business.com actually tested whether or not resumes with “they/them” pronouns would be considered. Interestingly enough, resumes with “he/his” or “she/her” pronouns were not tested at all so that couldn’t be used as a control. Here’s what the study found:

Business.com also went a step further by sending two identical phantom resumes to “180 unique job postings that were explicitly open to entry-level candidates” in an effort to test “whether or not the inclusion of gender-neutral pronouns impacts how employers perceive resumes.”

Both featured a gender-ambiguous name, ‘Taylor Williams.’ The only difference between the test and control resumes was the presence of gender pronouns on the test version,” McGonagill said in the report. “The test resume included “they/them” pronouns under the name in the header.” She/her and he/him pronouns were not tested.

The phantom resume including pronouns received 8% less interest than the one without, and fewer interview and phone screening invitations.

According to the report, over 64% of the companies that received these resumes were Equal Opportunity Employers, something that made the results even more “worrisome.”

I have a theory as to why employers are less likely to hire those with “they/them” pronouns. Those companies see these people as people who would harm the company’s culture.

For example, it is no secret that the most insufferable people on social media are the ones who have pronouns either in their bios or in their screenname. It is not a stretch to believe that someone who is putting their pronouns front and center in their resume is also insufferable.

Finally, let’s speak the truth about the “non-binary.” It is nonsense.

If you’re born with a penis, you are a man. If you’re born with a vagina, you are a woman. Just because you’re a woman who likes manly things, you are not “non-binary.” The same goes for a guy who likes more feminine things.

It’s good to see companies weeding out nonsense like this.