Resumes Including They/Them Pronouns Are More Likely to Be Overlooked, Study Finds
And CNBC cannot imagine why
“Resumes including ‘they/them’ pronouns are more likely to be overlooked,” according to an article published by CNBC.
Well cry me a river. Try being a white heterosexual male over 50-years-of-age with broad experience in this job market.
Diversity, equity and inclusion goals require discrimination on age, gender, and race. All of which means that white males are almost always intentionally overlooked.
But the complaint is not from white males. It’s from non binary job seekers, upset that employers seem to discriminated against narcissists.
Well dye my hair blue and call me ze/zir on our way to a Just Stop Oil protest. Who would have thought?!
CNBC cannot imagine why employers would overlook potentially difficult hires. Instead they blame bosses for lacking commitment to diversity, equity and inclusion.
What CNBC don’t seem to understand is that they/them pronouns are like a face tattoo. They are not a guarantee of problems, but they certainly make them more likely.
Most companies are wary of hiring staff who expect to be able to question every company decision.
Most managers don’t want to hire someone who will find insult and offence everywhere before launching a fraudulent lawsuit for wrongful termination.
Nobody wants that kind of drama in their workplace.
But I dare say it’s not just people with they/them pronouns who face discrimination. Sensible employers would avoid any prospective hire who insists on displaying pronouns.
They might as well write “My pronouns are he/him and I’m perpetually offended”.
Alternatively, they could just write on their resume, “I’m mentally ill”.
And right after that, they’ll wonder aloud to CNBC why advertising their mental problems was not a career advance.
Advertising one’s pronouns is an indicator that the candidate is confused. And that they will need to feel supported on a daily, or possibly even an hourly basis.
Writing they/them on your resume is basically screaming to the whole world …
“I’m going to end up with a HR file the size of War and Peace. Don’t touch me with a barge pole”.
Bosses are looking at such a resume thinking …
“Hmmm, should I bring someone into my workplace who advertises that they have an activist temperament? Tough decision.
“Do I want to be paying someone to sit in HR whining about how everyone is preventing them from existing? Or would I prefer to pay someone to do the job they’re paid for?”
Honestly, I don’t mind people putting pronouns on their resume. In fact, I encourage it. It saves employers a lot of time!
Article, is spot on, I run a large HR team. We balance risk from multiple and sometimes contradictory pieces of legislation (e.g. Covid vacinne evidence VS privacy laws). A key role of HR is to protect the organisation to reduce risk. Some resumes make it easier than others.
Spot on. And of course there’ll be the mandatory leave entitlements such as paid time off to attend pride month activities, attendance to lip glueing protests on public infrastructure ( and subsequent sick leave recovering from such events) attendance to annual ALP/Green (circle choice) conferences, paid education leave to do a Masters in Gender Studies degree and sick leave for the transition surgery. But I forgot
to mention the provision of a dedicated safe space for the little LAMs . No, not a misspell- the most commonly missed post nominal on resumes- stands for Look At Me.