More companies are using automated job screening systems to vet candidates, forcing jobseekers to learn new and absurd tricks to have their résumés seen by a human.

Because this worked SO WELL for Amazon.

Libraries across Canada and United States are adopting diversity initiatives to encourage inclusive library environments and services. Many policies and frameworks have a user-centered approach. However, there is little focus on encouraging diverse service providers in the library. The aim of this study is to determine the strategic approaches that academic libraries are using in their efforts to recruit and retain diverse librarians. Systematic review methodology involved searching Library & Information Science Abstracts, Library & Information Science Source, Gender Studies Database, Race Relations Abstracts, Google, and grey literature composed primarily of information from library associations’ and organizations’ websites. The primary search terms (and their variations) include diversity, ethnicity, gender, socioeconomics, academic library, librarians, recruitment, and retention. Publications were included if they were about the recruitment and/or retention strategies used by academic libraries to improve diversity among librarians. Nineteen publications and one ALA website were included in the review. All 20 publications were based in a North American context, and the interventions included targeted recruitment strategies, internship or residency programs, mentor- ship, and professional development opportunities. Using a modified version of the CASP Qualitative Checklist, the publications were critically appraised to evaluate the validity of the findings. Fifty percent of the publications included an assessment component to determine the value of the intervention. Although a number of programs exist to recruit minorities to academic librarianship, the number of visible minorities in the field has remained stagnant for decades.

Understanding how race is historically and structurally built into the workplace

It won’t end employment discrimination. In fact, it could make it worse.

In 2014, when Silicon Valley companies began disclosing the demographics of their workforces, advocates hoped for change. It hasn't worked out that way.

In a survey conducted by Girls Who Code, teen female engineers report that even their very first encounters with tech companies raised red flags.

In this chapter we will explore how multiculturalism in the field of academic librarianship is mobilized and what the shape of that mobilization can tell us about issues of identity and the body. As former resident librarians of color, we the authors felt unmoored by the expectations put upon us as diversity resident librarians for a multitude of reasons. We had to learn quickly, but not ask too many questions or else we would seem unprofessional; we had to be ambitious, but not be intimidating to our coworkers. Above all, we had to be successful, which allowed little room for error or discord. This is our attempt to pull back that narrative and use our voices to represent our full identity.

It’s been five years since tech companies began releasing diversity reports. Not much has changed.

Former Facebook recruiters told CNBC that the tech company has experienced a significant decrease in its job offer acceptance rates.

Changing the name on a CV affects how physics and biology faculty members view theoretical applicants, according to a new study

As a profession, we talk the talk of valuing diversity and inclusion, but do we walk the walk with our hiring practices? The profession stresses the importance of “a good fit” when hiring, but we rarely interrogate the fact that “a good fit” can be a reflection of our implicit biases. Academic librarians conducted a survey of hiring policies with a focus on the processes (or lack thereof) of recruiting candidates from underrepresented groups. This session will report on their findings and recommend the implementation of specific practices designed to create an inclusive candidate pool and an equitable search

If you go to the “About Us” page on most websites of education technology companies, you will see many white faces, quite a few female ones and a good ...

You might expect this post to discredit ill-defined hiring criteria like smart or assertive. While that is also a tech hiring scourge that I hate, this post is not about that.

Bias, not differences in behavior, seems to explain why women aren’t advancing.

IBM included Brazilian and South African racial terms in a US intern application.

Tech giants under fire? Hold my beer, says Big Blue as it spins up race slur recruitment websites

Being asked to keynote code4lib was a literal dream come true for me. I shared some of the diversity and inclusion work we’re doing at Mozilla, called out whiteness and racism in libraries and shared some personal stuff. This wasn’t the first time I’ve cried while giving a talk, but this was the first time … Continue reading "blah, blah, blah: diversity and inclusion, the code4lib edition"