Quote:Is putting your pronouns on your resume a good idea? A study from Business.com indicates the answer is no, but their take on the issue is just wrong.

Finding a new job is just never any fun. It’s stressful, takes up a lot of time, and even in today’s virtual world it can cause one to have to burn up serious shoe leather. Interviews can be awkward, especially if one hasn’t done one’s homework. Add a healthy dose of Diversity, Inclusion & Equity (DIE) to that, and things can become downright unsettling.

According to a new report from Business.com, a business resource platform, over 80% of nonbinary people believe that identifying as nonbinary would hurt their job search. Similarly, 51% believe their gender identity has affected their workplace experience “very or somewhat negatively.”

Ryan McGonagill, director of industry research at Business.com and author of the report, says these statistics show just how much work there is to do around diversity, equity, inclusion and belonging in the workplace.

Isn’t it funny how the Left, when issues like this arise, always proclaim that it’s due to uneducated schlemiels who just need to be brought to the Light, after which they’ll embrace the DIE deities and change hiring practices accordingly? Well, they’re barking up the wrong tree. Here’s the study synopsis:

Business.com also went a step further by sending two identical phantom resumes to “180 unique job postings that were explicitly open to entry-level candidates” in an effort to test “whether or not the inclusion of gender-neutral pronouns impacts how employers perceive resumes.”

“Both featured a gender-ambiguous name, ‘Taylor Williams.’ The only difference between the test and control resumes was the presence of gender pronouns on the test version,” McGonagill said in the report. “The test resume included “they/them” pronouns under the name in the header.” She/her and he/him pronouns were not tested.

The phantom resume including pronouns received 8% less interest than the one without, and fewer interview and phone screening invitations.

Honestly, I’m surprised it was only 8%.

Some years back I had an acquaintance who ran a chain of those “we buy gold” stores across the NYC metro area and northern New Jersey. He hired and fired hundreds of people every year, as his clerk’s jobs were low-paying, required little skill and so saw high turnover. That being the case, he was presented with resumes and job applications in the thousands, every year. He once told me that he had a long list of danger signs that caused a resume to get round-filed immediately and anything that presented a candidate as being a thin-skinned, entitled sort made that list. This was before proclaiming one’s pronouns was a common practice, but I’m guessing that someone demanding to be addressed with the plural ‘they/them’ would have made his round-file list.

Honestly, were I hiring, proclaiming pronouns would probably reduce my chances of talking to that person, and I’ve done a fair amount of hiring and firing myself in more than forty years in the workplace. You develop a sense for someone who is, candidly, likely to be an HR complaint looking for a place to happen, and the easiest course of action is usually to just ignore that resume. In some cases, it may be unfair but life doesn’t come with any guarantees; anyone who tells you otherwise is selling something.

Diversity hires may be all the rage in government and show business. But if you’re running a business that depends on producing a product, on time and on budget, in marketable quantities, and by the way making it a product people are willing to buy, then the smart move is to avoid ‘diversity’ hires at all costs. And someone who publicly proclaims ‘they/them’ pronouns, in addition to being grammatically incorrect, sends up all kinds of warning flares as to what kind of employee they’ll be. Hiring managers who take that into account are doing right by their places of business.

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I hope no one paid for this information

it's illegal as fk now ... however, muh former life had prospective employees take - what we called - the idiot test...

realize, this was to hire nonunion mfg empolyees for a custom HVAC company back in the '70s ... so, fk off with the 'ain't fair' bullshite...

when one is asked to "mark" on the tape rule (paper copy ... 5 seperate tape copies/questions) where 1/16", 1/8", 1/4", 1/2", and YES, 1 inch ................. well, take a wild guess which application never made it past muh 'grading'....

yeah, fk off, dipshites....

addendum: now, imagine what it was like TRANSitoning from fractions to muh decimal w/o paper at your disposal (well, certain dept's req'd printed copies in D size ... still laughing at those dickbrains ... they're no longer there, either)

(07-05-2023 06:19 PM)CardinalJim Wrote:  I hope no one paid for this information

Probably a multi year, multi million $ study commissioned by the government. Sent back for more study several times because it came up with the answer they didn't like.

(07-05-2023 06:23 PM)MileHighBronco Wrote:  

(07-05-2023 06:19 PM)CardinalJim Wrote:  I hope no one paid for this information

Probably a multi year, multi million $ study commissioned by the government. Sent back for more study several times because it came up with the answer they didn't like.

#muhGrants0'shame

I wish it was not being publicized. Let them sit home and do their nails.

If I were hiring, I think I would take a dim view of anyone who put pronouns on a resume, and would automatically disqualify anyone whose pronouns were "they/them" or any of the "xe" or other such BS. I simply wouldn't want him/her around.

(07-05-2023 07:03 PM)Owl 69/70/75 Wrote:  If I were hiring, I think I would take a dim view of anyone who put pronouns on a resume, and would automatically disqualify anyone whose pronouns were "they/them" or any of the "xe" or other such BS. I simply wouldn't want him/her around.

XACLY!

'keywords' are 'their' curse...

(07-05-2023 07:03 PM)Owl 69/70/75 Wrote:  If I were hiring, I think I would take a dim view of anyone who put pronouns on a resume, and would automatically disqualify anyone whose pronouns were "they/them" or any of the "xe" or other such BS. I simply wouldn't want him/her around.

These people scream out prima donna and HR nightmare.

My wife works in the educational publishing field. Huge company. Full of silly progressives. They told her entire company to add it to their email and digital business cards and she got out of it by saying she felt that by adding it people would unjustly judge her and she would feel limited by people's personal interpretations of two short words that mean different things to everyone. Lol

(07-05-2023 07:53 PM)rath v2.0 Wrote:  My wife works in the educational publishing field. Huge company. Full of silly progressives. They told her entire company to add it to their email and digital business cards and she got out of it by saying she felt that by adding it people would unjustly judge her and she would feel limited by people's personal interpretations of two short words that mean different things to everyone. Lol

And a woman putting her and man putting him screams out total moron virtue signaler. Not sure whether they are worse or the prima donna is worse. Both would get screened out.

It makes sense. As a hiring manager, if I see a resume with non-standard pronouns I see an employer that everyone has to walk on egg shells around not to offend. Moreover, the chance the person will eventually get offended and a lawsuit is high.

(07-05-2023 07:53 PM)rath v2.0 Wrote:  My wife works in the educational publishing field. Huge company. Full of silly progressives. They told her entire company to add it to their email and digital business cards and she got out of it by saying she felt that by adding it people would unjustly judge her and she would feel limited by people's personal interpretations of two short words that mean different things to everyone. Lol

interesting...

in today's world, the "disclaimer" may or may not equal the scarlet letter...

hmmmm ... I wonder why?

(07-05-2023 07:46 PM)bullet Wrote:  

(07-05-2023 07:03 PM)Owl 69/70/75 Wrote:  If I were hiring, I think I would take a dim view of anyone who put pronouns on a resume, and would automatically disqualify anyone whose pronouns were "they/them" or any of the "xe" or other such BS. I simply wouldn't want him/her around.

These people scream out prima donna and HR nightmare.

and disruptive A - holes

All of this self promoting pronoun stuff is absolute BS. Owl69 nailed exactly how to handle those resumes.

Interesting... I was thinking about this over the weekend. LinkedIn came up and I thought about people including their pronouns.

I thought to myself that if I were in the need for a job these days I would add a statement saying that politics don't belong in the workplace.

Let the hiring manager do with that as they wish.

I just have a feeling that most people wish it had never become a thing.

If someone goes by "non-standard" pronouns I just automatically assume they have no real skills or abilities. Otherwise, they wouldn't need special pronouns to feel "unique". Productive citizens develop skills that align with their god given abilities to become "unique". A special pronoun does not more fully define an individual anymore than a standard pronoun they just put you in a group to be avoided at all costs.

People want to do business with folks that they are OK with darkening their doorway. Whether and vendor or employee, most people have the desire nor the bandwidth to deal with vendors or fellow employees that play this woke, virtue-signaling game. Nor would I.

Play stupid games, virtue-signal silly causes, deny biology, and nothing but stupid prizes await.