Preparing for an Interview - Essay Example

Sara Taylor who is a diversity expert and founder of deep SEE Consultant suggests that most managers are not always aware of the hidden biases they have when it comes to age, height, race or even marital status amongst others. Taylor further talked about height, weight, gender, and race and even how the employee is similar to the manager may have a great impact on salary earnings, raises and even promotion. It has now come to attention that most CEOs in the United States are highly offering jobs to men who are 6 feet tall or taller even though research indicates that the general U.S. population of tall men is just about 14.5%. The incident according to my opinion is discriminating against most individuals within.

Employers who use these hidden biases often influence people on what might be professional by trying to argue out that different communities have different cultures and some are opposed to others. He gives out explanations on how team leaders' desire to have tasks over relationships is structured to work around interaction biasness. Such incidents may negatively distinguish others with a fondness for relationships. James Wright who is a diversity and inclusion strategist, and who is also a trainer and speaker witnessed some of the hidden discriminations used by some clients.

He came to witness managers giving interviews to gays, lesbians. Some managers see this as human nature but some questions may again arise concerning if he/she has kids or a partner. The question about when employees are discussing holiday gatherings, they always talk about bringing together their partners in cool water areas. The implication suggests that one needs to be straight. I am suggesting that, concerning Taylor's statements, most clients’ give out priority to people with partners, unlike lesbians and gays.

Wright's research states that white men get more promotions vacancies compared to women and when a woman gets an opportunity, she must be a lady of substance. The Society Human Resource Management research released in 2012 found that more than half of groups don’t offer jobs to people with disabilities. Wright says that disabled people are not that they are not qualified but most employers are not always quite sure if they can do the jobs assigned to them.