Admit it, Bitch Nation: you missed us and our relentless griping about labor rights during our two-week summer hiatus. Well cheer up, people, because the Bitches are BACK (and still griping about labor rights)!
Today’s topic: discriminatory hiring practices.
One of our most popular articles to date is our list of illegal job interview questions. In that post, we explained how how there are laws in place to mitigate discriminatory hiring practices. An employer can’t ask a job candidate’s age, for example, to avoid ageism when hiring.
If you’re on the job hunt, you should familiarize yourself with the questions a potential employer can’t ask you. Know your rights lest you unwittingly allow an employer to use your personal demographics (rather than your job qualifications) to exclude you from a job opportunity.
Yet despite all the things an employer can’t legally ask in a job interview… some weaselly fuckers still find ways to introduce bias into their hiring practices. In fact, a lot that can happen during job applications and interviews probably should be illegal… but isn’t.
Let’s go over some discriminatory hiring practices that are somehow still legal. Y’know, before we get to the inevitable pro-labor call to action. ¡Viva la revolución, comrades!
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