Would you accept a job to increase diversity?
Not a job driving diversity. You only get the job because you are diverse…
No? Because you’d feel like the odd one out?
Digital Trust isn’t only about security.
The World Economic Forum released a new report, Earning Digital Trust, which breaks down digital trust into 3 main areas:
- Security and reliability
- Accountability and oversight
- Inclusive, ethical and responsible use
In the 8 further sub-sections, we can see a few points are harder to define than others…
You probably spend much of your day putting in place – or following – frameworks for Cybersecurity, Privacy, or Safety.
But how do you define Fairness?
In fact, because it’s so hard to define, the WEF’s definition suggests speaking to multiple personas when assessing a fairness decision.
But how do you do that if you don’t have a diverse workforce?
Fairness: Diversity, Equity and Inclusion
Would you accept a job because you would increase diversity?
I’m not saying your job responsibility is to increase diversity. I mean: you get the position because of your race / ethicity / gender / culture / orientation / socioeconomic background.
No? Because you’d feel like the odd one out?
30% of women and 18% of nonwhite security employees worldwide already say they feel discriminated against at work, according to the (ISC)².
So how do we balance the need to increase diversity, without being biased?
Reasons You Want The Job
- You love the brand and vision
- You believe in the product/service
- You love the culture at the business
- You can use your full set of skills/abilities
- You enjoyed meeting the management team
- The workload is in line with your expectations
- The offer increased rewards/benefits (not just 💰)
Yes, it’s a bonus that the company is becoming more diverse because of you, but that shouldn’t be the end goal.
I’m sure you know that bias is mainly about the dataset. You’re only a diverse candidate in one company based on the historic diversity within that company. This is why Cambridge Uni found AI for recruitment is increasing bias.
But did you know Bias takes so many forms? This is one of the coolest things I’ve seen, but it’s taking me a long time to get through it…
___
Increasing diversity shouldn’t mean giving more weight to diverse talent… it should mean giving all candidates fair consideration.
Unfortunately, with diversity, equity and inclusion not being part of the agenda for such a long time…
The only real way to increase DEI in a business is to give more weight to diverse candidates…
And that’s true. For now.
But, in an ideal world, it’s only when we stop talking about Diversity, Equity & Inclusion that we can be truly diverse.
For now: a diverse candidate shouldn’t win 𝘣𝘦𝘤𝘢𝘶𝘴𝘦 they are diverse.
A win should be a win based on merit.
I know this is a delicate subject…
What do you think?
Would you accept a job to increase diversity?
Not a job driving diversity. You only get the job because you are diverse…
No? Because you’d feel like the odd one out?
Digital Trust isn’t only about security.
The World Economic Forum released a new report, Earning Digital Trust, which breaks down digital trust into 3 main areas:
- Security and reliability
- Accountability and oversight
- Inclusive, ethical and responsible use
In the 8 further sub-sections, we can see a few points are harder to define than others…
You probably spend much of your day putting in place – or following – frameworks for Cybersecurity, Privacy, or Safety.
But how do you define Fairness?
In fact, because it’s so hard to define, the WEF’s definition suggests speaking to multiple personas when assessing a fairness decision.
But how do you do that if you don’t have a diverse workforce?
Fairness: Diversity, Equity and Inclusion
Would you accept a job because you would increase diversity?
I’m not saying your job responsibility is to increase diversity. I mean: you get the position because of your race / ethicity / gender / culture / orientation / socioeconomic background.
No? Because you’d feel like the odd one out?
30% of women and 18% of nonwhite security employees worldwide already say they feel discriminated against at work, according to the (ISC)².
So how do we balance the need to increase diversity, without being biased?
Reasons You Want The Job
- You love the brand and vision
- You believe in the product/service
- You love the culture at the business
- You can use your full set of skills/abilities
- You enjoyed meeting the management team
- The workload is in line with your expectations
- The offer increased rewards/benefits (not just 💰)
Yes, it’s a bonus that the company is becoming more diverse because of you, but that shouldn’t be the end goal.
I’m sure you know that bias is mainly about the dataset. You’re only a diverse candidate in one company based on the historic diversity within that company. This is why Cambridge Uni found AI for recruitment is increasing bias.
But did you know Bias takes so many forms? This is one of the coolest things I’ve seen, but it’s taking me a long time to get through it…
___
Increasing diversity shouldn’t mean giving more weight to diverse talent… it should mean giving all candidates fair consideration.
Unfortunately, with diversity, equity and inclusion not being part of the agenda for such a long time…
The only real way to increase DEI in a business is to give more weight to diverse candidates…
And that’s true. For now.
But, in an ideal world, it’s only when we stop talking about Diversity, Equity & Inclusion that we can be truly diverse.
For now: a diverse candidate shouldn’t win 𝘣𝘦𝘤𝘢𝘶𝘴𝘦 they are diverse.
A win should be a win based on merit.
I know this is a delicate subject…
What do you think?