Comments on: Closing the Gender Gap http://www.bethdunn.org/2009/02/22/closing-the-gender-gap/ Inbound Marketing for Creative Small Businesses Tue, 21 Dec 2010 16:45:35 +0000 hourly 1 http://wordpress.org/?v=3.0.4 By: Fellow-ette http://www.bethdunn.org/2009/02/22/closing-the-gender-gap/comment-page-1/#comment-352 Fellow-ette Tue, 24 Feb 2009 03:19:50 +0000 http://smalldots.wordpress.com/?p=420#comment-352 This sounds fascinating. diversity in and of itself is not a solution but it does make a huge difference not only for a business, but for society. it's a wonder some people haven't figured it out yet. This sounds fascinating. diversity in and of itself is not a solution but it does make a huge difference not only for a business, but for society.

it’s a wonder some people haven’t figured it out yet.

]]> By: Ben http://www.bethdunn.org/2009/02/22/closing-the-gender-gap/comment-page-1/#comment-353 Ben Mon, 23 Feb 2009 16:28:44 +0000 http://smalldots.wordpress.com/?p=420#comment-353 I think closing the gender gap is key, but so is diversity in general (background, ethnicity, disability, alternative experience, etc.) and (I got a bit of a sense of this from the video) viewing diversity as "a problem to be solved", rather than as something to embrace in and of itself. I think it's something that needs to take place at the interface between HR and the managers defining the job position and qualifications: what are the abilities that are necessary for that position? Too often it's seen in the realm of "qualifications" (education, closely-related employment), rather than in "qualities" (social/interpersonal abilities). Of course, that means having a more rigorous interview and hiring process---or at the very least puts more emphasis on the cover letter than the resume. I think closing the gender gap is key, but so is diversity in general (background, ethnicity, disability, alternative experience, etc.) and (I got a bit of a sense of this from the video) viewing diversity as “a problem to be solved”, rather than as something to embrace in and of itself. I think it’s something that needs to take place at the interface between HR and the managers defining the job position and qualifications: what are the abilities that are necessary for that position? Too often it’s seen in the realm of “qualifications” (education, closely-related employment), rather than in “qualities” (social/interpersonal abilities). Of course, that means having a more rigorous interview and hiring process—or at the very least puts more emphasis on the cover letter than the resume.

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