Social media and diversity & inclusion

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To what degree does social media perpetuate discrimination of diversity
candidates?
6 days ago
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Manmeet Singh Fox, ACC, SPHR • Thank you for a thought-provoking question and 47 minutes ago Like (4)
conversation. Perhaps inclusion of pictures on social media sites will be a tool for
furthering their discriminatory practices. Yet, I also believe there are several cultural
changes afoot that are shifting some hardened beliefs about the "other" which will one See all updates »
day build into a tsunami, as the younger generation coming up is freer of old baggage .
Follow Manmeet In the past few years I've come across many, many articles demonstrating that indeed,
Singh
the racial demographics of the US are shifting dramatically, gender demographics of the
workforce are trending towards women; women across racial groups are earning
advanced education degrees at a higher rate than men and thriving in a down economy;
the rise of inter-racial marriage in the South is starting to erode some of the
divisiveness of race even in the Deep South, where African Americans are beginning to
return in large numbers. Individuals self-identifying as multiracial are a fast growing part
of the population, and all these trends together are shifting the experience and reality of
race/ethnicity/gender in the US. I agree with Kevin that all candidates entering the
workforce now need to be very deliberate in how they brand themselves on social media
so that it is truly advantageous for them. My continuing concern is not that diversity
candidates aren't or won't be given the opportunity to enter organizations (shifting, albeit
still slowly), but that those who are given entree don't possess the cross cultural
awareness or cultural competence to navigate/succeed within organizations where
norms and expectations are still that everyone is the "same" once they enter the
workplace, when they are not. I see FAR too many diversity candidates suffer from
"Minority Failure to Thrive Syndrome" upon entering the corporate environment. Our
work needs to focus on building cross cultural competence and bridges both inside and
outside corporate organizations, and helping those organizations shed expectations for
an organizational "melting pot" wherein everyone is, and behaves, and communicates Manager's Choice
exactly the same way upon crossing the port of entry. Discover Me Diversity - an update. -
4 days ago • Reply privately • Flag as inappropriate Nearly done in modifying our site for
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Anita Cameron • I was just thinking that true diversity is diversity throughout, not just at US,UK and Canada
the entry level. My former company was very diverse at the lowest level, but there
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was/isn't any diversity in middle or upper management. That spoke volumes to me.
4 days ago

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Sharon Love, M.Ed.
Marc Brenman • Hi Manmeet, good points, but a few misconceptions, as least as the
points apply to the US-- racial demographics are not shifting dramatically, but national
origin or ethnic demographics are. That is because Latinos or Hispanics can be of any David Halbeisen
race. As to "gender demographics of the workforce are trending towards women," the
percent participation of women in the US workforce has topped out, and isn't trending
Marc upward any more. Some laws passed by the conservative Congress and approved by
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the conservative federal judiciary are making it harder for women to work and succeed.
While the numbers of multi-racial families and individuals are rising, the percents are still
tiny. And many of the individuals, while self-identifying as multi-racial, are still

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experiencing discrimination, because of what they "look" like to Anglos. I do not see this Amanda Perl
as happening much: "shifting the experience and reality of race/ethnicity/gender in the
US." Many Anglos are terribly afraid that "their" country is being taken away from them.
The Southern Poverty Law Center recently came out with a study showing a rapid rise Tina McDaniel
in hate groups in the US. The Tea Party, if not openly racist (though some of its
members and leaders are) certainly has done nothing to improve race relations. I
continue to have "concern...that diversity candidates aren't or won't be given the
opportunity to enter organizations." One little example: I recently looked at African-
American enrollment in a major university in Virginia. African-Americans were enrolled at
a rate about one-third their presence in the population.
4 days ago

Kevin Carter • Thank you, Marc. I am noticing two trends .... a growing backlash of all
things diversity that is sometimes communicated as simply as "why must we continue to
discuss our differences" ..... and a growing push by Millennials to not be pulled down
and defined by the prejudice of older generations. Within these winds, it is important
than those who believe that diversity and inclusion is a force for productivity, innovation
and unique collaboration use social media in a thoughtful and deliberate way to seen
and heard.
4 days ago

Manmeet Singh Fox, ACC, SPHR • Hi Marc, of course racism and discrimination
continue to exist today - and the work to combat it socially and legislatively must be
ongoing. Combating a many headed beast takes approaching it simultaneously from
many angles, with many hands and many tools. My work is inside organizations, and
there, I see internal barriers/resistance to Others once diversity is allowed in the door --
Follow Manmeet and then quickly shown the exit. Some could argue people still aren't given entree
Singh
enough- and I agree, and yet there has been some shift, as I do see diversity
candidates being given opportunities. On the other hand change begets resistance--
tired old cultural paradigms maintained in orgs that are providing jobs, and to your point,
the Tea Party and anxiety of those who are afraid of the country (and their power in the
existing social order) being taken away from them. My point, though, is that there are
several other changes afoot socially which I optimistically (but not naively) believe will
continue to build and help to shift the experience and reality of diversity, race and
gender in years to come. Social media in that changing environment could be a tool for
positive change and equalization, just as it could be used to discriminate. How many
years a "tsunami" of such desired change will take to build and really reorganize current
realities I can't predict, but I guess my perspective is to remain hopeful in the face of
what I believe are multiple signposts of advance and change.
4 days ago

Manmeet Singh Fox, ACC, SPHR • Well said, Kevin.

4 days ago

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Singh

Marc Brenman • I second that, well-said, Kevin!

4 days ago

Marc
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Donna Coleman • Ditto Kevin's comments. I'd like for us to consider taking this
discussion one step further...what are some of the ways that "... those who believe
diversity and inclusion is a force for productivity, innovation and unique collaboration use
social media in a thoughtful and deliberate way to seen and heard." Apparently, given
the mere fact that we are having this discussion online, engaging multiple perspectives,
Follow Donna we all believe in the power of social media...what might be some ways that we can up
the ante?
4 days ago

Marc Brenman • Exactly the right question, Donna! (Am I turning into the amen corner?
) Here's one example that I think was nicely done: In the last couple of weeks, after the
third year Anglo female undergraduate at UCLA posted her hateful YouTube video
about "Asians in the Library," a large number of Asian-Americans and AAPI groups
posted documents and videos responding to her in very thoughtful and even humorous



Marc and loving ways. Even one parody of her was kind-hearted and not hateful. UCLA
Stop Following
realized it didn't have a diversity course requirement. She claims, however, to have
received threats, and I think has withdraw from UCLA. But aside from these alleged
threats, there are lessons to be learned in good ways to respond to hate in social
media. I also have a paper on "What to do when the Nazis come to town" that I can
provide, if anyone wants it. Send me an e-mail at mbrenman001@comcast.net
(because I haven't figured out how to send attachments via LinkedIn-- call me ignorant
about social media...)
4 days ago

Kevin Carter • Donna, Marc, I believe we begin by building relationships with those in
the social media discipline and initiate the diversity and inclusion discussion. I have
identified some organizations below:

* http://www.linkedin.com/groups?viewMembers=&gid=66325&sik=1301240054664

* http://www.conference-board.org/councils/councildetail.cfm?councilid=50

* http://www.conference-board.org/councils/councildetail.cfm?councilid=204

I joined the first one and as a member of the Conference Board, I hope to build a
relationships with the last two. We probably also need more people within the diversity
field bypassing the traditional diversity conferences and speaking at conferences outside
our discipline.
4 days ago

Cassandra D. Caldwell, Ph.D. • If a company discriminates against candidates using
photos, is that company really worth our time and talents? Hiding my identity is fruitless,
because my appearance will eventually be revealed during a face-to-face interview. I
would rather be invited to interview based on employers knowing that I am African-
American than trying to hide it. It is what it is...I am African-American....love me or leave
Cassandra D. me. :-)
Stop Following
4 days ago

Marc Brenman • Hi Kevin, could you tell us more about your idea? It sounds intriguing.
How do people in those outfits control hateful content? I thought the folks who own/run
social media platforms were pretty content neutral. Or are you thinking of something
different. I completely agree with you that we in the social justice field spend too much
time preaching to the converted and need to spend more time talking with those who
Marc are "neutral" or not inclined to agree with us. I applaud your efforts.
Stop Following
3 days ago

Kevin Carter • Hi Marc, well, my undeveloped idea :), is that diversity professionals
identify one or two organizations, and there respective major conferences, that are not
our field (such as social media, operational excellence, six sigma, etc.) and make a
concerted effort to get on the agenda to discuss how diversity and inclusion relates, or
aids that field. We need to have challenging and candid conversations with individuals
who are Six Sigma Black Belts; Communication Experts, etc. about how their efforts are
furthered when they acknowledge, understand and leverage the commonalities and
differences of others.
3 days ago

Marc Brenman • Terrific idea, Kevin! Count me in. I've been trying to talk with corporate
social responsibility and organization development people about diversity (not as tough
as the fields you mention), and have gotten an okay reception.
3 days ago

Marc
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Donna Coleman • @Marc and Kevin...I am so excited by this discussion. Since I left
NTL, I have been working in the nonprofit arena. I am particularly interested and
passionate about education. However, it is challenging to see all of these national (and
local) organizations focused on "at risk" (code speak for children of color) children; but,
who are clueless about how the issues of diversity and inclusion play or should play into
Follow Donna their intervention designs and the capacity of those teachers, trainers, etc to implement
those interventions. Most of the evaluators are also clueless about the underlying
cultural aspects at play. Everyone seems to feel that because they were students, or
parent children, they know how to impact these children. In many instances, they are



missing the boat because they don't understand the underlying cultural motivators.
Thus, they are spending significant funds with minimal impact because they are
designing from a very limited paradigm. I am so ready to have this discussion...but, it
has been my experience that educators tend to be less open than most.
3 days ago

Marc Brenman • As always, interesting points, Donna. I wonder if corporate and
profession trainers are any more sensitive than public school teachers? Following up on
Kevin's suggestion, I wonder if trainers could be convinced to include diversity, and
following up your suggestion, Donna, carry out training in a culturally competent way?
3 days ago
Marc
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Donna Coleman • Marc, I really don't feel that they are. Let's use for example,
companies like Pearson Learning and Hougton Mifflin. They have trainers who train
teachers on how to use applications that are "specifically designed" to remediate these
at-risk students. Certainly, they know how to train on the technical aspects of their
product; however, based upon my experience, they are clueless about the challenges of
Follow Donna working with the students on these applications and the impact of non-academic issues
on these young peoples ability to focus on the application. If these programs were
designed to incorporate all of these aspects from the beginning...i.e. if diversity
professionals were included from the beginning through training the trainers, it would
make for a much more effective product resulting in a much more impactful intervention-
-real outcomes for children...now that's really CSR (at least in the education publishing
industry).
3 days ago

Marc Brenman • Great ideas, Donna. How do we avoid that Rudy Payne "culture of
poverty" stuff?
3 days ago

Marc
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Donna Coleman • Marc, Rudy Payne...acknowledge and ignore... as I understand, her
"research" is based on generational poverty in a "mostly white" community--so, they
certainly wouldn't be inclusive and culturally sensitive . We'd just make a case for using
our approach to change.
3 days ago
Follow Donna

Marc Brenman • Yes, a positive approach. Another model is that used by some
universities for diversity admissions: overcame difficulty, faced challenges successfully,
first person in the family to go to college, etc. But is that too much like the "at risk"
model? Or use the diversity return on investment model; "Here's what is gained by
hiring people who are currently underrepresented in the firm's workforce..."
Marc
3 days ago
Stop Following

David Halbeisen • Thank you everyone for your comments on this topic. As the
opening act for this question, I feel compelled to add my own two cents. I think that
social media, not just the photo, but the content as well, are damaging to candidates.
Social media forces us to play this game or be left behind. My opinion is that control of
information about ourselves will be removed from our own hands. Sure there is a
Follow David pretense to enhance our professional experience using social media, but every coin has
two sides. As a diversity professional, (gay) I am aware that there are laws, but cultural
competence cannot be legislated. I readily accept differences of opinion, but social
media is akin to a white sheet; we're just not sure whose looking at us.
3 days ago

Donna Coleman • David, thanks your question has been very generative. I agree with
you that social media can be threatening. However, I find it no different in f2f
(supposedly) communication. I have seen much damage done to careers and
reputations behind individuals backs (hooded sheets) while smiling in their faces--just
unconscionable. There's an old song that says...smiling faces tell lies. So, I guess from
Follow Donna my perspective both social media and f2f communication offer challenges...we have just
been lulled into believing that we have some "control" over f2f because we have been
playing this game much longer.
3 days ago



Kevin Carter • Hi David, I truly appreciate your comments and have empathy for your
concerns. I actually believe social media places more control of my persona, or brand,
in my hands. As opposed to being a resume in a file, or a voice mail message, social
media provides me with the opportunity to share and communicate my beliefs, values
and expertise transparently. I really don't have a concern about who is looking at me, or
judging me, as long as I have the ability to project my authentic self. Just as there are
many people who would have bias towards me because of my race, gender, style and
beliefs, there are many who would offer friendship and assistance because they feel a
commonality and a shared purpose. Social media provides me with the opportunity to
make those connections, if I am willing to assume some risk and take prudent care
regarding what I am communicating.
2 days ago

Donna Coleman • Excellent comments Kevin! Thank you for sharing your authenticity.

2 days ago

Follow Donna

Heather Buen • Wonderful discussion and comments. We also need to open our minds
to other types of discrimination that are not so obvious as to race or gender. For
instance some people will post a photo of their children and you may have some
employers that feel if they hire someone with children, that person may not be fully
committed to the company. Especially if the person's relationship status is single. I just
Follow Heather participated in a discussion where single mom's are discriminated against because they
tend to carry stereotypes of their own.
1 day ago

Laura Dahlberg • Hello, I recently joined this group and the topics discussed here are
pretty interesting.
@Marc, perhaps we cannot contact decisions makers directly through social media, but
we could use it to find out the associations where they participate and try to approach
them there. If they are on linkedIn, we could try asking a mutual connection to introduce
Follow Laura each other, or at least get some background info about them.
We have to be creative and should use social media to our advantage.

@Donna, I’m originally from Peru and job candidates there are still required to attach to
their resumes a color, passport sized picture.
1 day ago

Kevin Carter • Hi Heather, You are correct. I have experienced recruiters coaching
candidates not to discuss their family, or civic, interests so that they do not appear
distracted from their employment. Unfortunately, the most successful companies learn
that allowing an employee to bring their whole self to work is what fuels discretionary
effort and innovation.

Hi Laura, I agree with you as well. Social media is a tool; one diverse candidates did
not have in years past. My emphasis is: do we let others define us, or do we define
ourselves?
18 hours ago

Donna Coleman • @Laura (or anyone from a country that requires pics on resume).
What were the reasons? Did it raise any concerns for you? I know when I applied for
the Bar in a certain state, I had to include my pic; and, I immediately became suspect
that it would be used as an exclusionary tactic particularly if my scores were borderline.
Since I passed the exam, I have no proof of its use. However, I do know that most
Follow Donna states discontinued requiring a picture because in some instances it was used to
exclude.
17 hours ago

Marc Brenman • Hi Kevin, is this really true? "the most successful companies learn that
allowing an employee to bring their whole self to work is what fuels discretionary effort
and innovation." I can see that happy people might be more productive, but their whole
self? I recall lots of time being spent talking about pets, cakes, sports, and celebrities,
going to Facebook, shopping online, etc. Perhaps you mean those characteristics of
Marc



people which are consistent with the needs of the employer. I do think that supervisors
Stop Following
have to learn how to cope with that whole self, including how to deal with those parts of
the whole self that are problematic.
17 hours ago

Kevin Carter • Hi Marc, I do mean whole self. Now, however, I am moving more into
my belief than proven fact. I believe breakthrough innovation happens when very
different inputs, experiences and opinions come together. So, if you are looking for
process innovation, what experiences do you tell the employee to leave at home - their
success running a church missionary; their hobby of reading about mobile technology;
their combat experience, etc. How do you know what experience, or expertise might be
matched with those of others to create a new product, or process that benefits the
company? Now, there should be ground rules around respect and a focus on business
outcomes, but how do you know what aspect of a person they should hide, or not
share?
17 hours ago

Marc Brenman • C'mon, Kevin, you've been around the barn; I think you know what I'm
talking about. I'm sure you don't want alcohol and drugs in the workplace, or violence,
or an employee's tendency to domestic abuse or anger or firearms. Chances are, you
don't want smoking or gambling or Facebooking or online shopping or smelly grooming
either. You probably don't want a person who posts nasty vicious comments about your
Marc diversity program on the outside of his cubicle (the 9th Circuit decision a few years ago).
Stop Following
There are plenty of parts of the whole self we don't want at work...
16 hours ago

Kevin Carter • Marc, I would agree - "whole self" - is an overstatement. I think most of
the behaviors you list would violate most companies values and behavioral standards. I
also don't think these behaviors could be re-directed towards business outcomes. Now,
the Facebooking, online shopping, and constructive feedback (even if harsh) regarding
diversity programs, might be redirected towards business value. I am not suggesting
employees be allowed to engage in these activities throughout the day but I would not
be surprised if many companies have recruiters spending most of their day
Facebooking. I am pushing the envelope here, obviously, there is a middle ground.
16 hours ago

Holly Glen Gearhart • @Kevin & @ Marc,

* Kevin writes, " I would not be surprised if many companies have recruiters spending
most of their day Facebooking."-- they are, in fact, doing so. Cruising FB, along with
other web "detective" surfing techniques is common practice among HR and recruitment
Follow Holly circles.
Glen

If you doubt my statement, you should check with your local WorkSource office for
verification.

Is this eye opening? No, not so much-- take time to read Caroline Kennedy's ( with
Ellen Alderman) book on the loss of privacy circa 1997, The Right to Privacy, Vintage
Books.

We have never had faceless freedom of speech-- and the Web in certainly no different.
Indeed it is limiting what we DID have even more.
15 hours ago

Oilid Mountassar • I feel that in this discussion we are focusing a lot on all the nice
things about diversity and not talking about the reasons behind recruiters trying to
"discriminate" based on information they have in social media. The new hire will have to
join a team in place and a company who already has it's' own culture so the basic
question is: how would the new hire fit in? What impact will this have on his and the
Follow Oilid team performance?
Even companies who are heavilly involved in diversity, would discriminate on poeple
who would for example be openly racist or homophobic etc...and who wouldn't fit thier
standard.
I think that it is important to consider the "whole self" but there are parts of us that are
not needed in the work place now and maybe ever. It s' all about creating an
environement where we respect each other's "visible" differences and create the right
environment for employees to feel secure in bringing up their "invisible" differences
when needed for the company.
@Marc: I like your provocative comments.
10 hours ago



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