Question

Jana and Indria are colleagues who applied for two open positions at Centa University. Both women hold doctorate degrees and have over 8 years of research experience. On Monday, February 13, 2023, Jana received notification that she had been scheduled for a Zoom interview. The position is within a medical school's diversity and inclusion department as a senior research analyst. The interview details noted that in order to reduce potential unconscious bias all candidates were assigned "placeholder names" and were advised to leave their cameras off. The e-mail informed Jana her pseudonym was "Dusty Chief Buffalo." She called Indria to share the news and informed Indria of the assigned pseudonym and stated that she found the pseudonym to be offensive. Indria advised that she was assigned the pseudonym of "Charcoal." Both women were to replace their names with the assigned pseudonyms and would be addressed by their pseudonyms during each individual interview. Jana is a American Indian and Indria is a dark-skinned multi-racial (American Indian and Black) woman. The University is a predominately white institution with very few people of color employed. Both women are upset over their assigned pseudonyms and cancelled their interviews.

Hakeem Lati is the director of diversity, equity, and inclusion at Centa University. On Monday, February 20, 2023, he noticed two certified letters in his mail inbox addressed to the Diversity Department. Hakeem opened the first letter, and it shared the above details of Jana’s experience and the assigned pseudonym. The second letter shared details of Indria’s experience and the assigned pseudonym.

Upon investigation, Hakeem discovered that the "new policy for conducting interviews and assigning pseudonyms was implemented by the new vice president of human resources. After checking the electronic database of applications, Hakeem noted the pseudonyms were assigned by the new candidate pre-screening system which requires applicants to complete a virtual screening process requiring canidates to introduce themselves via a short video recording. Hakeem was perplexed as to how to proceed and determine if the assigned pseudonyms were intentional human error (pseudonyms assigned by a person) or biases written into the artificial intelligence program used to pre-screen applicants and record the short videos. He leaned toward biases written into the artificial intelligence program. Hakeem was alarmed because he found evidence of the vice president of human resources and her executive assistant’s knowledge of the pseudonyms.

Questions (Respond to Question 1 and Question 2)

1. If you were Hakeem, what would you do? (250 words)

Your response should address all of the following:

Experiences of Native American/American Indians, multi-racial and other ethnic groups in the workplace.

Multi-racial group members

Identifiability

Perceptions of Native Americans/American Indians

Stereotypes

Biases -implicit bias

Destructive access and treatment discrimination

Artificial intelligence and biases

2. How are the employment experiences of Native Americans, multi-racial groups, Africans, Black Americans, Hispanic and Asian groups similar and different? (250 words)

Answer 1

1. As Hakeem, I would conduct a thorough investigation into the pseudonym issue, scrutinizing the artificial intelligence program and addressing the experiences of affected individuals.

2. While ethnic groups share challenges like biases, the unique historical and cultural contexts shape distinct employment experiences, emphasizing the need for tailored diversity strategies.

Step-by-step explanation:

1. In response to the first question, as Hakeem, my immediate action would be to conduct a comprehensive investigation into the pseudonym assignment issue. This would involve scrutinizing the artificial intelligence program used for pre-screening applicants to identify any inherent biases. Understanding the experiences of Native American/American Indian, multi-racial, and other ethnic groups in the workplace is crucial for creating an inclusive environment. Addressing Jana and Indria's concerns is a priority, offering them support and a platform to express their experiences and perspectives.

2. The employment experiences of diverse ethnic groups can share common challenges like stereotypes, biases, and destructive discrimination. However, these experiences differ in unique ways for each group. Native Americans may face historical and cultural factors impacting their workplace experiences, while Black Americans might encounter challenges rooted in a legacy of systemic racism. Recognizing these nuances is vital for implementing effective diversity and inclusion strategies that cater to the specific needs of each group.

Understanding the impact of biases in artificial intelligence is crucial in ensuring fair hiring practices. Investigating the source of the pseudonym assignment issue and addressing any biases in the pre-screening system is necessary to rectify the situation and prevent future occurrences. Providing a transparent and supportive environment for affected individuals is key to rebuilding trust and fostering a workplace culture free from discrimination.