Human rights legislation is relatively new. Many
employers are either not well informed about
human rights requirements or influenced by their
own past experience. For these reasons, you may
be asked questions that violate human rights.
Although you may choose not to respond, there are
consequences to the choice you make. For example,
you may be asked: "How many kids do you
have!" That is a violation of human rights.
Your choice of responses includes:
| a. |
"That's a
violation of human rights. I refuse to
answer. " |
| b. |
"The number
of children I have, if I have any, does
not relate to my ability to do the
job." |
| c. |
"I have
three children -- ages seven to eleven. I
imagine you're asking the question for
two reasons: first to determine if I'm
likely to be a candidate for maternity
leave, and secondly because of concern
that I may be an attendance risk if I
have sick children. I have excellent
daycare. My job is important to me. In
the past five years, I've missed three
days total, each time because of flu. My
plans are to pursue my career. Our family
is complete." |
| d. |
"I think
your question reflects a concern about
attendance. It's important that you know
I've enjoyed perfect attendance for the
past four years." |
You must be
guided by your purpose (to get the job), your
beliefs, and your level of comfort in sharing
your personal life. Tact and diplomacy are
important. Answering either "a" or
"b" would be risky. Options
"c" and "d" are more likely
to be acceptable to the employer.
Stereotypes
While we are more aware of employer
discrimination against visible minorities and
disabled persons, no job applicant is exempt from
some form of negative stereotyping or bias. It's
critical that you consider which stereotypes
might be barriers for you and provide evidence to
dispell them. Your interviewer will rarely
acknowledge these negative perceptions. You must
anticipate them and take the initiative to deal
with them.
For example, a person with grey hair may be
subject to negative stereotypes that he or she:
is getting old, is not able or willing to learn,
won't get along with younger workers or
customers, is forgetful, will have health and
attendance problems, will be slow, or will retire
soon.
If those stereotypes are not true, the applicant
must find an opportunity in the interview to
overcome these silent objections. For example:
| |
"It's
important for you to know that although
my hair is grey, I'm planning on working
for many years to come. I'm healthy, have
a high energy level, and am eager to
continue learning (as evidenced in my
education background). I have many valued
friends and associates of all ages and
backgrounds, which demonstrates my
ongoing ability to get along with others.
My health and attendance have been
excellent. I have a wealth of knowledge
and information that relates to doing
this job well and enables me to be a good
resource to younger, less experienced
workers. I can provide the balance,
stability and maturity you need in the
work group." |
Overcoming
Negative Stereotypes
What are the possible negative stereotypes or
assumptions that may affect you? Mark the ones
that you feel could apply:
- too
young
- too
old
- different
culture or ethnic background
- overweight
- married
and have young children
- single
- wrong
gender (i.e. they'd prefer a
person of the opposite sex)
- don't
speak English fluently
- don't
understand English clearly
- have
disability
- have
a criminal record
- have
recent attendance problem
- lost
your last job
- overqualified
- other
|
Develop a series
of statements you might make to a prospective
employer to overcome what may be barriers for you
resulting from stereotyping or inaccurate
assumptions.
___________________________________________________________.___________________
___________________________________________________________.___________________
___________________________________________________________.___________________
___________________________________________________________.___________________
___________________________________________________________.___________________
.
. |
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