Diversity and Inclusion in Hiring Flashcards

Which Supreme Court ruling reinforced that race-conscious college admissions programs are unconstitutional, influencing corporate D&I hiring scrutiny?

Answer: SFFA v. Harvard / UNC (2023)

The 2023 SFFA decisions struck down race-conscious college admissions, prompting companies to review whether their race-based hiring preferences face similar legal risk.

What is 'stereotype threat' and how can it affect hiring assessments?

Answer: The risk that awareness of a negative stereotype about one's group undermines test performance

Stereotype threat occurs when individuals underperform on assessments because they fear confirming a negative group stereotype, which can produce misleadingly low scores for diverse candidates.

Under the Immigration Reform and Control Act (IRCA), employers are required to verify work authorization using Form I-9. Asking for MORE documents than the form requires may constitute:

Answer: Document abuse — a form of national origin discrimination

IRCA prohibits 'document abuse,' which occurs when employers demand specific or extra documents beyond what Form I-9 requires, often targeting candidates by national origin.

A 'diverse slate' or 'Rooney Rule' policy in hiring requires that:

Answer: At least one underrepresented candidate is interviewed for every open role

A diverse slate policy mandates that the candidate pool for each position includes at least one qualified underrepresented candidate, increasing the likelihood of diverse hires.

Which of the following correctly describes 'microaggressions' in a hiring context?

Answer: Subtle, often unintentional comments or questions that demean candidates from marginalized groups

Microaggressions are brief, everyday exchanges that send denigrating messages to members of marginalized groups, such as asking a candidate 'Where are you really from?'

Bostock v. Clayton County (2020) held that Title VII's prohibition on sex discrimination:

Answer: Covers discrimination based on sexual orientation and gender identity

The Supreme Court ruled in Bostock that discriminating against an employee for being gay or transgender constitutes unlawful sex discrimination under Title VII.

What is the primary benefit of using a diverse interview panel when assessing candidates?

Answer: It reduces individual rater bias and ensures candidates are evaluated from multiple perspectives

Diverse panels bring varied frames of reference that collectively counteract individual biases, producing fairer and more comprehensive candidate evaluations.