‘Diversity in Recruiting’: LinkedIn Implements Feature Allowing Recruiters to Find People by Their Demographics

‘Diversity in Recruiting’: LinkedIn Implements Feature Allowing Recruiters to Find People by Their Demographics

LinkedIn has a new feature called “Diversity in Recruiting.” It’s exactly what it says. You can allow recruiters to find you based on your demographics.

“Our vision is to create economic opportunity for every member of the global workforce, and we are working hard to ensure that all members have equal access to these opportunities,” the company wrote on its webpage. “One way to make sure people have equal access is to understand the gender, race, ethnicity, and other important demographic information of our members and then to measure whether or not all are being afforded opportunities equitably on our platform.”

Because who doesn’t want recruiters and employers to choose you based on your sex, gender identity, sexual orientation, sex, and military service?

@scrowder have you seen LinkedIn's new diversity filtering?
Filter applicants by race!
I just got this email today from LinkedIn pic.twitter.com/0DQ4tIqg2X

— BuildItYouCan 🇺🇸 Proud (@BuildItYouCan) April 20, 2023

I have a premium LinkedIn account & it appears there is a "Diversity Opportunity" filter which appears to increase female candidate exposure pic.twitter.com/7czICrSgRW

— Stacey Ann (@stangewear) April 19, 2023

The Daily Wire mentioned that LinkedIn updated its help page concerning how it uses personal demographic data:

• For diversity in recruiting: LinkedIn may use your personal demographic information in recruiting features to surface qualified members that may diversify the group of candidates displayed to recruiters. This would include your profile among those shown to recruiters from companies that have made public commitments to diversity, equity, and inclusion. Your answers to these personal demographic questions are never directly shared with recruiters or companies. You can opt out of this use of your personal demographic information in your settings.

Your personal demographic information won’t be shown on your profile or disclosed to others on LinkedIn. LinkedIn uses demographic data that you provide via the Self-ID form to correct any binary gender inferences we may have made. When you share demographic information on Self-ID through the free text boxes, LinkedIn may put the information you share into broader categories. For example, if you enter “Straight,” we may put you into the category “Heterosexual”, “Cis Woman” into the “Female” category, and “Korean” to the “East Asian” category. If you would like to learn how your free text entry may be categorized, please contact us.

LinkedIn added: “Being counted and represented in a way that members truly identify with is important to fostering economic opportunity for all, and we want to make sure we are learning and listening to get it right.”

OK, being identified how you want? Fine. But I can only think of one reason someone would want to be hired based on demographics. They don’t have the skills necessary for the job.

Since George Floyd died in May 2020, businesses, schools, agencies, governments, etc, jumped on the social justice bandwagon. They’re more obsessed with Diversity, Equity, and Inclusion (DEI) than anything.

It seems like every place implemented DEI positions and policies.

But three years later, DEI jobs have fallen off the map quicker than any other job. It also gives off the sense that the hiring and policies are nothing but a show because we all know it is:

Employers have cut DEI roles at a higher rate than others, according to a February study from workforce analytics firm Revelio Labs.

More than 300 DEI professionals departed companies in the last six months, including Amazon.com Inc., Twitter Inc., and Nike Inc., the report found. These diminishing roles have left observers questioning whether the sense of urgency to increase workforce diversity that corporate leaders made almost three years ago was genuine or simply a reactionary business decision to mitigate reputational risk.

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