THEIn a job interview, a woman is asked questions that aren’t even touched by a male candidate. “Do you have children? Do you want to have any? And when?” represent the sliding door on which many still impact young professionals, called to reassure the company that no, children are not planned or, if anything, really far back in time.
A shameful habit that still bites and which was quantified by a research carried out by Gi Group Holding and the Gi Group Foundation on logistics and transport, Information and Communication Technology, mechanical and automotive companies: 60 percent of the companies involved admitted that they actually ask men and women different questions during job interviews. And the question most directed at women is precisely that on the prospects of parenthood, perceived as an additional cost, the threat of lower productivity, the antechamber of a possible abandonment of work.
The research itself, which is titled “Women4: overcoming gender inequalities for a sustainable future of work”, also investigated the experience of female workers: well, more than half have perceived discrimination during their work experience or during the selection phase. AND more than 20 percent said: “I was asked if I wanted to have children”. «The data collected has particularly impressed us. The diffusion of this practice suggests that even today many companies, at least among those responding but I fear not only among them, do not use, or are unaware of, selection practices and techniques free of gender bias to reduce the impact of gender stereotypes, in fact, in the selection phase», comments Rossella Riccò, Head of the ODM Consulting Study Center, which carried out the research.
A girl waiting for the job interview. Photo Nik Hartley
At the job interview, any discrimination is prohibited
Let’s face it right away: asking this question is not just a discriminatory practice. Asking “Do you think you have children?”, But also “Are you married?”, “Tell us something about her family” is illegal. Article 27 of the Code of Equal Opportunities in fact prohibits “any discrimination as regards access to employment, as an employee, self-employed or in any other form, including selection criteria and employment conditions…”. And he adds the prohibition of discrimination “through reference to marital or family status or pregnancy, as well as maternity or paternity, including adoptive”. In practice, in no way private and family life can determine or not the hiring and, even less therefore, be explored during the job interview.
There is the Equality Councilor to supervise
«In multinationals this is well known and the anti-discrimination codes of conduct adopted, as well as the training followed also on these issues by selection specialists, have long since freed interviews from inquiries of this type. Multinationals should now lead the way and induce the many small businesses that still apply discriminatory practices to move on», says Monica Magri, HR & Organization Director of The Adecco Group Italia.
But if it happens, how to respond? «One can only react by denouncing», replies Magri clearly. «Moreover, there is an institutional figure to turn to precisely in cases like these – the Equality Counsellor – who was set up precisely to supervise the implementation of equality of opportunity in the workplace. I know very well that one is not always and easily in a position to make a complaint, just as it can actually happen that declaring children in one’s life plan can lead those who are evaluating us to prefer other candidates to us. But I believe that, faced with the prospect of being hired by a company hostile to employee parenting, it is appropriate to ask oneself whether it makes sense to invest one’s talent there: the company that already at the time of the job interview reveals discriminatory culture and practices does not bode well for its professional future» concludes Magri.
At a job interview, preparation is crucial
L’Jobiri Observatory, the first digital career consultant based on artificial intelligence, wanted to investigate the same issue and did so with a survey carried out on 1053 women aged between 18 and 65 who used their services. Result: 55 percent said they had previously received interview questions about child care and 69 percent that they failed to interact effectively with recruiters.
Even Claudio Sponchioni, CEO of Jobiri, does not make discounts. “When faced with questions prohibited by law, one should get up and walk away. If you need that place, if you have no alternatives, if in any case you have decided to aim for it, I advise you, however, to specify that those applications are not admissible. Then, secondly, to build a dialogue with the interlocutor that reassures him about his fears, but without betraying his own convictions and projects. For example, starting by stating that you are a strong supporter of the separation of private and professional spheres can be a good way to move the interview to a more neutral scenario.
«Convincingly telling about one’s own skills in line with those sought by the company and the successes already achieved, specifying – if you have children – that you have matured everything while growing them, will push the dialogue on the level of skills and will project us in the future professional position. The message that is sent to the selection specialist becomes this: it is she who wants to make me feel inadequate, but I am not at all. Finally, it can be specified that we can count on solid organizational resources which, in the case of children, will not affect company performance. In short, the aim is to communicate that you care a lot about your professional life, as well as your family life. On a more general level, only one rule applies to feeling at ease in front of the recruiter: prepare for the interview, prepare yourself very well indeed. Preparation is, by far, the crucial element».
And he adds: «To build a meeting context favorable to us, we can ask – when the appointment is set – who the recruiter is and what type of interview we will face. It is a legitimate request, which tends to generate a good impression, which helps to plan a more serene meeting, but which is rarely carried out by the candidates”.
It is the talents that choose the companies
The fact is that being a woman rather than a man conditions the interview in a much wider range of issues than parenthood. The study by Gi Group Holding and the Gi Group Foundation reveals that the majority of the companies studied – of course, all active in the sector with a strong male employment – specifically reserve for female candidates, and not for men, questions about flexible working hours and willingness to travel, but also about leadership attitude and technical skills possessedrevealing how powerful stereotypes remain about female inadequacy in leadership and technical and technological areas, and how much more needs to be done to build fair and bias-free selection processes.
“Species younger women have internalized the right to gender equity rather wellalso thanks to an overall context that has effectively become more attentive and proactive on these issues. But when the job interview takes on a discriminatory and sexist turn, it is not at all certain that they will be able to enforce this right. Many times they freeze, as if taken aback by an aversion they don’t expect. They feel confused, suddenly questioned: it is the classic situation that reveals the difference between theory and practice», says Lucilla Bottecchia, psychotherapist and partner of Wise Growthan organization that has long supported companies by developing projects to promote inclusion.
Feeling on an equal footing
«They should ask the interlocutor “Why ask me, woman, if I feel suitable for a leadership position?”: in this way, they call the specialist back to the responsibility of responding. If the latter has asked in good faith, he will be able to apologise; vice versa, he will have to give an explanation ».
Bottecchia continues: «Those who go to an interview must know that the posture to adopt is the one that makes them feel on an equal footing with the recruiter: it is therefore desirable that they ask the questions they want, putting openness and curiosity on the field. Asking if the company provides for parental leave or has specific programs on women’s careers is natural and desirable, even more so now. Today, yes, companies choose their talents but, simultaneously, they are also the talents who choose companies, and they want them in line with their own values. Gender equality, as well as mental well-being, are at the top of the values of the new generations, and companies know it very well”.
«Organizations are gradually realizing that skills count above all else and that whoever holds them is a very precious capital, regardless of whether it is a man or a woman» says Paola Zaffino, HR consultant of Gi Group, the first Italian employment agency with over 200 branches. «Today I see more frequently self-confident girls, very competent and good at telling themselves, capable of bringing out even soft skills traditionally associated with women and which are now highly sought after by companies, such as the aptitude for multitasking and problem solving, but also the ability to adapt to contexts. I invite the girls to approach job interviews with awareness and confidence».
Authenticity is a push to grow
Monica Magri adds: «It is true that women tend to be self-critical, despite having proven skills. For example, it is known that girls graduate more, earlier and better than boys. But today we are in the middle of a strong cultural change, in which completely new leadership styles are emerging, which allow you to put yourself, your world, the values you believe in, authenticity into play: it is no longer necessary to be men to be effective and credible. Indeed, today it is precisely our being authentic people that can give us the impetus to grow, emerge, create value and make us recognize it, regardless of the gender we identify with». © REPRODUCTION RESERVED
iO Woman © REPRODUCTION RESERVED