preferential hiring

简明释义

优先雇用

英英释义

例句

1.Many organizations are adopting preferential hiring practices to promote diversity and inclusion.

许多组织正在采用优先招聘做法，以促进多样性和包容性。

2.The university has a program that allows for preferential hiring of graduates from local high schools.

该大学有一个项目，允许对来自当地高中的毕业生进行优先招聘。

3.The company implemented preferential hiring to support underrepresented groups in the workforce.

该公司实施了优先招聘政策，以支持劳动力中被低估的群体。

4.Some critics argue that preferential hiring can lead to reverse discrimination.

一些批评者认为，优先招聘可能导致反向歧视。

5.Due to the new policy, there has been an increase in preferential hiring for veterans in government jobs.

由于新政策，政府职位中对退伍军人的优先招聘有所增加。

作文

In recent years, the concept of preferential hiring has sparked considerable debate across various sectors. Preferential hiring refers to the practice of giving priority in employment opportunities to certain groups of people based on specific criteria such as race, gender, or socioeconomic background. This approach is often implemented with the intention of promoting diversity and correcting historical inequalities in the workplace. However, it raises important questions about fairness, meritocracy, and the overall impact on organizational culture.Proponents of preferential hiring argue that it is a necessary tool for combating systemic discrimination that has long affected marginalized communities. For instance, women and racial minorities have historically faced significant barriers to entry in many industries. By implementing preferential hiring practices, organizations can create a more inclusive environment that reflects the diversity of the society they serve. This not only benefits the individuals directly involved but also enhances the company’s reputation and appeal to a broader customer base.Moreover, studies have shown that diverse teams often outperform homogeneous ones. Different perspectives can lead to greater creativity and innovation, which are essential for any organization looking to thrive in a competitive market. Therefore, preferential hiring can be seen as a strategic advantage rather than just a social obligation.On the other hand, critics of preferential hiring contend that it undermines the principle of meritocracy. They argue that hiring decisions should be based solely on an individual's qualifications and abilities, rather than their demographic characteristics. This perspective holds that preferential hiring can lead to resentment among employees who feel that they were overlooked for positions due to quotas rather than their performance.Additionally, there are concerns that preferential hiring may inadvertently perpetuate stereotypes. For example, if an organization hires a candidate solely based on their background rather than their skills, it may reinforce the idea that individuals from that background need special treatment to succeed. This can undermine the confidence of those hired through preferential hiring, leading to doubts about their capabilities and contributions.To navigate the complexities surrounding preferential hiring, organizations must strike a balance between promoting diversity and ensuring that all candidates are evaluated fairly. One potential solution is to implement blind recruitment processes, where personal information that could reveal a candidate's background is removed from applications. This allows hiring managers to focus on skills and experience without bias. Additionally, providing training and support for underrepresented groups can help level the playing field without resorting to preferential hiring practices.In conclusion, while preferential hiring aims to address historical injustices and promote diversity in the workplace, it is essential to consider its implications carefully. Organizations must strive to create an equitable hiring process that values both diversity and merit, ensuring that all candidates have an equal opportunity to succeed. Ultimately, the goal should be to foster an inclusive environment where everyone can thrive based on their talents and contributions, rather than their demographic characteristics.

近年来，‘优先雇用’这一概念在各个行业引发了广泛的讨论。‘优先雇用’是指根据特定标准（如种族、性别或社会经济背景）优先考虑某些群体的就业机会。这种做法通常旨在促进多样性并纠正职场历史不平等现象。然而，它也引发了关于公平、公正竞争和对组织文化整体影响的重要问题。‘优先雇用’的支持者认为，这是一种必要的工具，用于对抗长期影响边缘化社区的系统性歧视。例如，女性和种族少数群体在许多行业中历史上面临着显著的入职障碍。通过实施‘优先雇用’做法，组织可以创造一个更具包容性的环境，反映他们所服务社会的多样性。这不仅有利于直接参与的个人，还能提升公司的声誉，并吸引更广泛的客户群体。此外，研究表明，多元化团队往往比同质团队表现更好。不同的观点可以带来更大的创造力和创新能力，这是任何希望在竞争市场中蓬勃发展的组织所必需的。因此，‘优先雇用’可以被视为一种战略优势，而不仅仅是一种社会责任。另一方面，‘优先雇用’的批评者则认为，这破坏了公平竞争的原则。他们主张，招聘决策应仅基于个人的资格和能力，而不是他们的人口特征。这一观点认为，‘优先雇用’可能导致员工之间的怨恨，因为他们觉得自己由于配额而被忽视，而不是因为自己的表现。此外，还有人担心，‘优先雇用’可能无意中延续刻板印象。例如，如果一个组织仅仅因为候选人的背景而雇佣他们，而不是基于他们的技能，这可能会强化这样的观念：来自该背景的个人需要特殊待遇才能成功。这可能会削弱通过‘优先雇用’雇佣的人的信心，导致对他们能力和贡献的怀疑。为了应对围绕‘优先雇用’的复杂性，组织必须在促进多样性和确保所有候选人得到公平评估之间找到平衡。一种潜在的解决方案是实施盲招聘流程，在申请中去除可能揭示候选人背景的个人信息。这使得招聘经理能够专注于技能和经验，而不受偏见的影响。此外，为代表性不足的群体提供培训和支持，可以帮助在不诉诸于‘优先雇用’做法的情况下平衡竞争环境。总之，虽然‘优先雇用’旨在解决历史不公并促进职场多样性，但仔细考虑其影响至关重要。组织必须努力创造一个既重视多样性又确保所有候选人公平机会的招聘过程。最终，目标应该是营造一个包容的环境，让每个人都能根据自己的才能和贡献蓬勃发展，而不是根据他们的人口特征。