Tony Robbins is why we need AI recruiting women
Tony Robbins highlighted what happens when his powerful friends are recruiting women
It's no wonder the numbers don't improve. There is clearly a depressing and pressing need for AI
Tony Robbins the U.S. based self-help guru and motivational speaker choked recently on his own multi-million Kool-Aid, at one of his massive jamborees last month. A participant, Nanine McCool (who had paid $3000 for her ticket) suggested that perhaps Robbins had not understood the #MeToo movement correctly. Robbins defended a friend who had stepped down following harassment accusations. He then went on to say that women are misusing their experiences of abuse and harassment with the #MeToo movement. In the day of the Smart phone this was a big mistake. Huge. The result us a video doing the rounds on every social media platform globally and has resulted in a somewhat delayed apology.
Reasons to be shocked
There are any number of reasons to be shocked. Robbins is supposed to be a life coach. Suggesting that targets of harassment are looking for "significance" when they go public and therefore making someone else "wrong," is not part of any coaching discipline I know about. Secondly, using his size - he is nearly 2m tall, to physically intimidate a woman in a public forum, Trump/Clinton style, is a form of intimidation and even bullying. He seemed to forget his own sound bite.
A real decision is measured by the fact that you’ve taken a new action. If there’s no action, you haven’t truly decided.” – Tony Robbins
@ManInTheHoody summed the situation up with this tweet:
How (some) men recruit women
But what it also highlights, is how some men go about recruiting women, because his comments are alarming. The question is - how many men exactly think and behave like this? There is clearly a pressing need to review our systems. Robbins committed firmly to the Pence view on women. That is, it is a woman who is responsible for a man's libido and sexual conduct, not the man himself. He shared a story about a “very famous” and “very powerful” man who didn’t hire a qualified female job candidate because she was too pretty.
“He knew, ‘I can’t have her around because it’s too big of a risk.’ And he hired someone else,” Robbins said. “I’ve had a dozen men tell me this.”
Robbins coaches hundreds of leaders and if this is his philosophy and that of his peer group, then no wonder change at senior level is so slow. He was stated very openly what women already know and experience for every hiring process they go through, or don't as the case may be. They are doomed if they do and damned of they don't.
- Too attractive vs not attractive enough
- Smile too much vs don't smile enough
- Make-up vs no-make-up or even too much make-up
- Heels or not
- Assertive or aggressive.
The list is endless.
Results can be improved with AI
Research from LinkedIn on Global Recruiting Trends in 2018 suggests that managing bias and discrimination with AI will be one of the major drivers this year. Gender bias is one of the major reasons women are cut from hiring processes. AI can be a useful tool to recruit women especially in the early stages of a recruitment campaign. The intention is to create a level playing field where predictive analysis will be based on hard skills and technical fit to more accurately predict success in the role. This means removing all bias triggers such as gender, race and even a person's name.
This could include the following pieces of the process.
- Gender neutral adverts and job profiles: AI can identify male coded language that deters women from applying for certain vacancies. Language including seemingly innocuous words such as "ambitious," "leader" and "driven" are perceived to be masculine characteristics which put women off. Substitute words are offered which research suggests encourage women, but don't discourage men. Programmes such as Textio and Kat Matfield's Gender Decoder recommend alternative vocabulary to make content more appealing to women such as ‘meaningful’, ‘collaborative’, ‘supportive’ and ‘contribute’.”
- Blind CVs: Anonymous CVs can be managed by Applicant Tracking Systems such as TribePad which makes bias triggering data invisible in the early stages of a process which will support gender balanced shortlists based on candidate qualifications only.
- Automated interviews: are considered to be the best and latest tool to review candidate suitability, where an interview records a video interview with questions appearing on a screen. Research is also going into automated conversations with bot-led interviews. This is a process that Millennials and the Periscope generation are comfortable with and tend to will favour those who have strong on-camera communication skills. However one company Sonru advises female candidates not to wear make-up because it can be "distracting." Knowing that bias that exists around women and make-up this only serves to cloud already muddy waters.
The reality is that human interaction can't be taken out completely or any process when recruiting women. Human bias is often sub-conscious, but subconscious discrimination is still discrimination. Recent research from the UK suggests that AI will be used increasingly to create shortlists and interview candidates. However, only 30% of respondents believe that an algorithm will make the final selection.
The overall view is that AI will not replace human judgement on a person’s soft skills and cultural fit. As humans are inherently biased there will be no substitute for robust unconscious bias training programmes.
And that is before we go into the potential bias believed to be inherent in algorithms created by usually male developers.
To improve the recruitment of women into your organisation - contact 3Plus NOW
Found that interesting?
Learn more about our services
Make your dreams a reality with a professional evaluation of your career to date.
The evidence is in. More women in your company can deliver 35% greater financial returns. (Catalyst)
Dates for the Diary
September 17th Latham Watkins Brussels 1200
In-house corporate event
Inclusive Leadership Workshop
September 20th EIGE Vilnius 0900
How to combat sexism in the workplace
Peer review of EU booklet authored by Dorothy Dalton
September 30th BD Foundation Webinar with Dorothy Dalton (online)
Topic: Leading with Emotional Intelligence
October 3rd JUMP Hub Brussels
Gender equality: how to build an attractive employer brand without falling into the trap of “gender washing”
Infrabel, rue de France, 9, 1070 Brusells
Open registration : http://jump.eu.com/hub-sessions/gender-equality-build-attractive-employer-brand-without-falling-trap-gender-washing/
October 15th NEHRA Event at AXA Brussels
Best Diversity and Inclusion Practices
October 22nd and 23rd Unleash Conference Paris
Open registration: https://unleashgroup.io
Download and listen free podcasts
How to Create an Effective USP What is a USP? Our Unique Selling Point or UVP (Unique Value Proposition) is our key core message about where...read more
How to Rethink the Modern Workplace for Gender Equality New research shows that diversity and inclusion is a top priority for leaders. So why...read more
Menopause in the workplace In this podcast with Nicki Williams award winning author, keynote speaker and Founder of Happy Hormones for Life,...read more
How to Cultivate Empathy in the Workplace Nancy Milton, international business communications expert, keynote speaker and author, share some vital...read more
Taking Care of your COW Tanvi Guatam, international Personal Branding expert says there is a misconception out there that a personal brand is...read more
The importance of Hard Talk Dawn Metcalfe, author of Managing the Matrix and Hard Talk, shares with us tips to achieve the lasting communication...read more
When Does Female Rivalry Turn into Sabotage There’s a lot of stuff written on social media about female rivalry and competition between women. Some...read more
Goal setting tips to boost your career The happiest people are those that really love their jobs. Those that don’t, dread Sunday nights and...read more
Sexism: How to stage a Bystander Intervention in the Workplace In this power coaching podcast, we're going to tackle one of the questions...read more
How to Get Noticed by Head Hunters & Recruiters In this power coaching podcast, we're going to tackle one of the questions asked multiple...read more
Men opting out of mentoring women suggests that it is women who are at fault, rather than mens behaviours. This is a leadership failure that needs to be addressed.read more
The age-old debate around gender quotas still prickles feathers today, but have they gone too far? Or should we be stricter in implementing them?read more
Conscious inclusion means not just creating initiatives, but creating a culture where people can speak out and raise awareness of unacceptable behaviour.read more