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I keep hearing federal scientists talk about the need to increase diversity in their programs/offices.
You know what the first step is?
Fix the application process.
You know what the first step is?
Fix the application process.
There is a long rant in my head, but the short version is that everything from the course requirements, to the surveys, to the outside filtering prior to referral, to limiting the number of applicants is biased just on its own.
Real examples:
- you worked on directly related projects for >15 yrs, but are missing some classes? Too bad.
- you worked all day & the app closed b4 you even saw it? Too bad.
- the survey wording is so specific you lower your self-rank even though you have the skills? Too bad.
- you worked on directly related projects for >15 yrs, but are missing some classes? Too bad.
- you worked all day & the app closed b4 you even saw it? Too bad.
- the survey wording is so specific you lower your self-rank even though you have the skills? Too bad.
cont.
- your transcript is missing graduation dates? Oops, too bad.
- we don't require a cover letter to explain quals, but your resume doesn't list every skill so you got ranked lower. Too bad.
- your transcript is missing graduation dates? Oops, too bad.
- we don't require a cover letter to explain quals, but your resume doesn't list every skill so you got ranked lower. Too bad.
Even if you understand the system, these types of things can be difficult to navigate through. "Everyone" talks about how applying for fed jobs is a bit of a mess. But I haven't heard this never addressed when talking about ways to increase diversity in the work force.
E.g. I was recently on a call where someone mentioned increasing the Pathways program b/c they had good success recruiting underrepresented groups through it. That's great! But it addresses none of the issues I mention above, esp. for those who aren't recent grads.
(ok, I'm done)
(ok, I'm done)
