Introduction
Humans share the same basic needs for food, shelter and clothing. Despite this, we discriminate against each other arbitrarily. While discrimination manifests itself in many different forms, the most pervasive one is gender, for it has the largest impacts - socially, politically, and economically. For every year men spend earning, women need to work 'x' additional days to earn the same amount men do. While gradual progress has been made since the 20th century, human biases cannot be eliminated without drastic change. For example, as of 2018, in India, women earned 28% less than men - a substantial difference.
This plague on the job market has many reasons - primarily the rigid mentality of women being home-makers and men being ‘heads of the house' - which is due to the revisionist narrative that women are inherently weaker than men. This irrationality and revisionism pushes women into lower paying industries - such as healthcare and education, compared to men who end up in higher paying industries - such as engineering and finance, for the revisionist narrative dictates that the man must be the primary breadwinner. In line with this revisionist narrative, women are seen as 'risky investments’ by some employers, for they think women may leave for family reasons sooner or later. This is not affected by merit; more women complete tertiary education than men, but if a man and woman applied to the same job - both with the same qualifications - the man would earn more due to overt discrimination, implicit bias of the employer, and usually both. This is very prominent in the acting industry where female co-stars are paid far less than male stars.
Looking from an economist’s point of view, women are paid less, decreasing their purchasing power, which negatively affects the multiplier effect. In a family, it is increasingly common for both parents to work; due to the gender pay gap, the purchasing power of that family is decreased by a non-negligible amount. In fact, their ability to save for retirement is also harmed by one partner earning substantially less than she should. It gets increasingly problematic if the husband is the only one working because the purchasing power of that family is automatically halved. Even the people who deny or refuse to fix this gap, many of whom could be husbands of the women whose problems they deny, are not confronted. We must reject these arbitrary limitations placed on 3.9 billion women's potential. To finally end this all-pervasive issue, we introduce a tool to revolutionize the labor force. A tool that does not reveal a person's sexual identity, while showing everything else and emphasizing their skills. It is a tool powered by artificial intelligence, which removes human bias, eliminating gender bias. We introduce our invention ‘EquiHire’!
Features Of EquiHire
EquiHire is a revolutionary tool that can help companies eliminate bias from their recruitment process and ensure equal pay for all genders. It would remove identifying information, which can lead to unconscious bias during hiring. Hiring managers, recruiters, and other decision-makers may unintentionally favor candidates based on their gender, race, or ethnicity, which can negatively impact diversity and limit opportunities for qualified job seekers from underrepresented groups. This is done by eliminating the candidate's name, address, and orientation from their resume. This will eliminate any potential predisposition in the selection cycle. By doing so, EquiHire would level the playing field for job seekers. It would also ensure that companies hire based on merit rather than gender or other demographic factors.
EquiHire uses AI algorithms to analyze the resume and application to determine the candidate's suitability for the role. By doing so, companies can make more informed hiring decisions and select the most qualified candidate for the job. This is regardless of their gender or other demographic factors, favoring data-driven hiring.
Furthermore, EquiHire can also be used to decide on an equal salary for all genders. By analyzing a company's payroll data and identifying any discrepancies in pay between male and female employees, the tool will ensure that all employees are paid fairly for their work. By analyzing job responsibilities, experience, and qualifications, the tool can determine a fair and equal salary for all employees, regardless of their gender. All candidates will be evaluated based on their skills and qualifications. This includes evaluating applicants in light of their abilities, experience, and capabilities instead of their orientation or other individual qualities.
We must work to assist recruiters and hiring managers in recognizing and eliminating unconscious bias during recruitment. This entails training. Similarly, regular evaluation of recruitment procedures to find and eliminate bias entails examining recruitment procedures regularly to look for any potential bias. It also involves addressing it.
Employing gender-neutral language in job descriptions, which includes inclusive language that does not suggest one gender is better than another. For instance, candidates can be called ‘they’ instead of ‘he’ or ‘she’
The gender-neutral hiring and salary tool is user-friendly and easy to use. Companies can integrate the tool into their existing hiring and payroll systems, making it a seamless addition to their workflow. The tool can also be customized to meet the specific needs of each company, ensuring it is tailored to their unique hiring and payroll processes.
To summarize, this is a tool designed to reduce gender-based bias when hiring staff, as well as to provide equal opportunities for individuals applying for jobs, especially women. Unbiased enlistment techniques can help women land positions with more power and responsibilities. In addition, they can work on their monetary security and dependability, giving them more opportunity. The Australian economy has the potential to expand by 6%, or approximately $25 billion annually, if obstacles to women entering the workforce are removed. Shouldn't we use this tool?
Problems
However, while EquiHire has the potential to be a valuable tool in promoting equality in the workplace, there are several potential problems that may arise.
One potential problem is that it may not be completely accurate at identifying and eliminating bias. While the tool may be designed to eliminate gender bias, it may not take into account other factors that can contribute to pay disparities - yet are still at least indirectly related to gender - such as experience, education, and job performance.
Additionally, our tool may not be widely accepted by all companies, which will limit its effectiveness in achieving the goals behind creating it. Additionally, employees may resist it because it is intrusive or unfair. This could result in a lack of buy-in from employees, which is another factor that prevents EquiHire from fully achieving its goal.
Companies could misuse it. For example, a company could use the tool to justify paying employees less based on factors indirectly related to gender, such as job performance or experience. This could result in the tool being used to exacerbate pay disparities instead of eliminating them.
These include inaccuracies in identifying and eliminating bias, a lack of buy-in from employees, and the risk of misuse or abuse by companies. It is imperative to recognize these potential problems and work to address them in order to ensure that our tool is used effectively to promote equality in the workplace. Hence, it is critical to recognize that it is not the perfect solution. There may be challenges implementing it in the way it is envisioned to be implemented.
Solutions
However, it is also pertinent to acknowledge the potential benefits of these tools in promoting equality in the workplace. In order to eliminate these problems, we can come up with some solutions.
By removing human biases from hiring and pay processes, these tools can promote equality in the workplace. However, these tools are not flawless, and biases and inaccuracies may persist. For instance, assuming the information used to prepare the computer-based intelligence device is one-sided, the instrument might pursue one-sided choices. Companies can address this by utilizing a variety of data sources to identify potential biases, as well as regularly reviewing and updating the tools to ensure their effectiveness.
Addressing lack of employee buy-in, promoting employee buy-in. They might be resistant to using this device for recruiting or pay choices, or may not understand the benefits of gender neutral hiring and pay. To address this, organizations can teach representatives about the advantages of these apparatuses through training courses, workshops, and different types of correspondence. Further, including workers in the development and implementation of devices can ensure that they are intended to solve their problems. This can also help ensure that they are tailored to their requirements, which would provide another reason for people to use this tool.
Last but not least, businesses may misuse or abuse the information. This tool could, for instance, be used by a business to justify discriminatory hiring or pay practices. Companies can implement safeguards like regular audits and clear policies and guidelines for how to use the tool to prevent this. To ensure these policies and guidelines are followed, all employees should receive training. This may help ensure that the tool is utilized ethically and appropriately.
By addressing these potential problems, companies can work towards creating a more equitable workplace for all. Therefore, it is worthwhile to recognize that these solutions may require substantial effort and investment. However, equality in the workplace is worth it. Also, as a reminder, employing this tool to advance workplace equality takes time and money.
Other tools
On average, businesses that welcome people of all genders outperform those that don't by 15%. Assuming an organization needs a workforce situated diversely and candidates for the benefits that follow with it, a fundamental starting step is to make impartial arrangements of obligations. This is done with our gadget, which will enable you to identify your inclinations. Comparative items are sought.
To eliminate unconscious bias in the hiring process, blind resume screening tools remove identifying information like name, gender, and age from resumes. This guarantees that candidates' skills and qualifications, instead of demographics, are the only criteria used to evaluate them. GapJumpers is an example of such a tool.
The Variety and Consideration Preparing Projects are designed to train hiring supervisors and enrollment specialists on how to distinguish and eliminate predispositions. In addition, these projects educate them on diversity and inclusion in the workplace. They also offer strategies for inclusive hiring. Diversity and incorporation preparation programs include DiversityEdu.
To summarize, these tools all aim to make the workplace more diverse and inclusive by removing bias from the hiring process.
Cost
Our innovative solution harnesses AI & ML power, utilizing a diverse array of programming languages and libraries. This enables us to craft an exceptional tool tailored to specific needs.
Upon completion of the development stage, our focus shifts towards launching and marketing the tool in our private domain. Our product can gain fame through word-of-mouth marketing and digital marketing. The cost of maintaining the domain is up to ₹3700 monthly and other costs are incurred by hiring a marketing company. Web developers and technicians earn ₹350,000 yearly. To raise initial capital, our company will look for investment.
Once deployed, our program becomes an asset for organizations. We provide a range of flexible plans and membership options, empowering companies to choose the best package. We have a free membership plan for everyone and a ₹45,000 per month membership plan is the most preferred. These options encompass both monthly and yearly payment cycles, while also accounting for any additional features your organization may desire. This incurs an additional cost.
Conclusion
To conclude, EquiHire is the way forward. With the right implementation, the economy and society can usher in a new era of greater parity between all genders. This long-standing social issue of millenia can finally begin to be alleviated.