她补充道:“我正在研究的是如何谈论社会类别。有没有一种方式,可以用于在男性主导领域谈论身为女性的事实,或者在多样化程度不高的组织内谈论作为少数群体的事实?你的表达方式能否既让对方对这种交流感到舒服,又能明确说明自己的条件?有哪些表达方式会导致对方做出负面反应?”
Ryan’s work is part of the growing field of identity management in which researchers are examining how various groups looking for work handle potential bias. Among those that Ryan has looked at are military veterans, African-Americans, gays and lesbians, Arabs, older Americans and the disabled.
瑞安的研究属于快速发展的身份管理领域——研究人员正在研究不同求职群体应对潜在偏见的方式。研究对象包括退伍老兵、非洲裔美国人、同性恋、阿拉伯人、老年美国人和残疾人。
Ryan’s goal is for her research to lead to better guidance for prospective employees as well as improvements in way human resources departments deal with applicants.
瑞安研究的目标,是为潜在员工提供更有效的指导,并促使人力资源部门完善对待求职者的方式。
Companies, she said, could improve their online application process, possibly replacing a name with a number to avoid any potential bias as well as giving someone space to explain who they are beyond simply listing their gender, ethnicity or race.
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