An Analysis of EmployNeutral

    The concept of EmployNeutral was unique when coming to terms in dealing with discrimination in preliminary screening for the interviewing section for jobs. The concept of EmployNeutral can be used to deter any bias present in the interview process. This bias can be both subconscious and conscious; the interviewee may be unaware of it themselves. EmployNeutral seems to neuter any possible discrimination by deterring focus on the uncontrollable aspects and factors of one's traits such as race, gender, and age and instead presents its focus on one's education or work experience. For example, one's GPA in college and whether they have a Bachelor's degree may be deemed of more importance than an uncontrollable physical aspect such as whether they are female or male, or whether they are Caucasian or African-American. Coincidentally, one's nationality may conflict in the hiring process due to the interests of the employer, but being bilingual may be beneficial to one's career.

    Through a more diverse workforce, one's experiences may mingle with a peer's experiences. This can amplify and improvise the practices existing in the workplace through a multitude of more nationalized innovation, and less discrimination for practices that may not be in prevalent in one company, but a general rule of thumb for another. For example, Asian companies tend to overwork twice as much as western companies. This practice has lead to death through overworking or overworking itself being one of the many factors leading to an accident. Through the integration of western practices in an "overtime-focused" company, employees may be able to work more efficiently without affecting an employee's mental and physical health. EmployNeutral provides a broad range of employees with a multitude of skills which can be essential to improving the ecosystem of the workforce of a company.