According to a recent study by the Perception Institute, one in five black women feel social pressure to straighten their hair for work, and though all women worry about about how their hair is perceived, black women are much more likely to feel anxiety over the issue than white women are. That anxiety is apparently warranted: the Perception Institute also found that, irrespective of race, the majority of the more than 4,000 people who participated in the study demonstrated an implicit bias against black women’s (naturally) textured hair, rating it less professional than smoother hair. As the study concludes, be it overall perceptions of professionalism, first impressions during an interview, or general ideas about health and beauty, “attitudes toward black women’s hair can shape opportunities in these contexts, and innumerable others.”
Bias against black women’s textured hair can play out in a number of ways in the workplace, from everyday cultural slights and comments regarding these women’s hairstyles, to more concrete challenges such as misguided hiring decisions. And while banter in the break room surrounding a black colleague’s new hairstyle may seem like an otherwise innocuous conversation point, it may actually contribute to, or be a symptom of, a workplace culture in which black women are professionally judged over their hair.
Google has released a series of updates to improve its Google for Jobs search offering in the US, the most notable of which is the addition of estimated salary range information using data from sites such as Glassdoor, Payscale, Paysa, and LinkedIn, based on job titles, location, and employer. Google for Jobs is also now available on tablets, after launching on desktop and mobile only, and job searchers are able to filter opportunities based on distance within 200 miles of a location, as well as apply for any jobs they find using the platform of their choice, when the listing appears on more than one. In addition, Google says users will soon be able to save job listings to view later and/or sync across their devices.
Google for Jobs launched for in late June, getting the search giant into the business of matching employers with prospective employees. The company said that it did not intend to compete with existing job boards, but rather serve as an aggregator of listings and establish itself as the first place someone would go to look for a job. To that end, according to Google, job listings from almost two-thirds of US employers have now appeared in search results since the service launched, and with this week’s improvements, their piece of the job-search pie is likely to grow, and Google for Jobs is still only available in the US.
The company has had a busy year in the job search space. Google launched the recruitment app Hire in July, and has also begun beta testing a cloud-based, AI-powered job discovery platform that supports over 100 languages. That product, called Cloud Job Discovery, is designed to help staffing agencies, job boards, career sites, and applicant-tracking systems link together to fill positions. Google says that the candidate-experience platform Jibe was able to use the service to increase high-quality job applicants for roles at Johnson & Johnson by 41 percent, as well as increase career-site clickthroughs by 45 percent.
US President Donald Trump criticized H-1B skilled worker visas on the campaign trail and came into office pledging to crack down on what he sees as abuses of the program that hurt Americans’ job prospects. Trump’s hard line on H-1Bs has upset parts of the business community, particularly the tech sector, which relies on these visas to fill critical roles in high-skill fields like software engineering where US talent is scarce. Despite the president’s opposition to the program and some movement in Congress around reforming it, this year’s H-1B application process opened earlier this year with no rule changes.
Nonetheless, Trump’s government has taken some steps to limit or discourage the use of the H-1B. Trump issued an executive order in April calling for a crackdown on “fraud and abuse” within the H-1B and other visa programs, while the Justice Department has warned employers that it will prosecute companies who overlook American workers to sponsor H-1B visa holders. The administration temporarily suspended premium processing of H-1B visas this year, has slowed down visa processing for business travelers, and has tightened standards for renewal of the skilled work visa.
In other words, Joshua Brustein reports at Bloomberg, “a crackdown has been in the works, albeit more quietly,” and that crackdown has also included an increase in the number of H-1B applications being challenged:
The jobs search costs for new graduates can be enormous, and not everyone who wants to work in a major city can afford to travel there for job interviews. In the UK, where socioeconomic diversity is becoming an ever-greater focal point of companies’ diversity and inclusion practices, Barclays’s is doing something to help candidates manage that cost. People Management’s Emily Burt has the details on their initiative, which is meant to improve economic diversity by helping graduates who can’t afford to stay in cities while interviewing:
The month-long ‘Barclays Graduate Rooms’ scheme will allow graduates to apply on a first-come, first-served basis for two nights of free accommodation in studio apartments close to their interview locations, regardless of whether their interview is with Barclays or another organisation.
“We hope that by offering free accommodation in some of the most popular cities for graduate jobs, we’ll go some way to helping those who would otherwise struggle,” said Sue Hayes, managing director of personal banking at Barclays.
Barclays here is acknowledging how much of a barrier to entry these costs can be to candidates from outside major urban areas and less affluent backgrounds:
It never hurts to be reminded that not everything you hear about millennials is true: In fact, most stereotypes about this generation turn out to be incorrect. Looking at US and European labor market data, the Economist is the latest to realize that in the US at least, millennials aren’t doing much job-hopping after all:
Data from America’s Bureau of Labour Statistics show workers aged 25 and over now spend a median of 5.1 years with their employers, slightly more than in 1983 (see chart). Job tenure has declined for the lower end of that age group, but only slightly. Men between the ages of 25 and 34 now spend a median of 2.9 years with each employer, down from 3.2 years in 1983.
This finding is old news to readers of Talent Daily or our research at CEB, now Gartner: A Pew study debunked the millennial job-hopper based on Labor Department data earlier this year, whereas a Namely survey released this summer found that tenures were shortening, but that older employees were job-hopping as much as millennials were.
What our research has found is that millennials do value a range of experiences early in their careers, but don’t necessarily feel the need to change jobs as long as they are getting that range of experiences and building that range of skills with one employer. As such, they value employers with significant internal mobility and internal labor markets, and if they are hopping from one organization to another, it’s because the first organization wasn’t meeting their needs in terms of learning and growth opportunities. This is one of several millennial myths we busted in our research back in 2014.
A new survey from CareerBuilder points to a mismatch between candidates and employers in salary negotiations—namely, that candidates often don’t think there is one:
[The survey] found that the majority of workers (56 percent) do not negotiate for better pay when they are offered a job. Those who avoid it say they don’t attempt it because they don’t feel comfortable asking for more money (51 percent), they are afraid the employer will decide not to hire them (47 percent), or they don’t want to appear greedy (36 percent).
While most job candidates avoid negotiating, the majority of employers are expecting a counteroffer. Fifty-three percent of employers say they are willing to negotiate salaries on initial job offers for entry-level workers, and 52 percent say when they first extend a job offer to an employee, they typically offer a lower salary than they’re willing to pay so there is room to negotiate. But how much money is being left on the table? More than a quarter of employers who offer a lower salary (26 percent) say their initial offer is $5,000 or more less than what they’re willing to offer.
The survey, conducted earlier this year by Harris Poll among 2,300 employers and 3,400 full-time employees, also dug up some demographic data to inform the debate over the role of the “negotiation gap” in gender and other pay gaps. It found that employees over 35 were slightly more likely to negotiate (45 percent) than the younger crowd (42 percent), and that 47 percent of men negotiated as opposed to 42 percent of women. These differences are meaningful, but CareerBuilder’s broader takeaway is that regardless of their demographics, a slight majority of candidates are just not negotiating at all. The exception is in sectors like IT, sales, and financial services, where over 50 percent of employees said they negotiated their salaries.
The US government, Axios reported earlier this week, has issued new policy guidance that will make it more difficult for holders of employment-based visas like the H-1B to renew them:
Currently, immigration officers reviewing visa extension applications defer to prior eligibility decisions for that visa — which means if a person was found to be eligible for an initial work visa, they would usually be considered eligible for an extension of that visa. But in a memo released late Monday, U.S. Citizenship and Immigration Services rescinded that policy and instructed its officers to apply the same level of scrutiny to both initial petitions and extension requests, consistent with policies “that protect the interests of U.S. workers.”
This guidance is a continuation of the administration’s efforts to crack down on what President Donald Trump and other H-1B critics say is widespread abuse of the visa system. SHRM’s Roy Maurer breaks down what this change means for employers of work visa holders: