To Look or Not to Look: Acknowledging Facial Stigmas in the Interview to Reduce Discrimination

As the use of technology-mediated interviews (e.g., Skype) is becoming a standard method to interview applicants, it is important to understand how discrimination can still manifest in these types of interviews. Because technology-mediated interviews focus on applicants’ faces, discrimination based on facial stigmas can be particularly inevitable. Thus, the purpose of the current study is to examine how a facial stigma affects visual attention during a technology-mediated interview and acknowledgment as a remediation strategy that individuals might use to reduce the amount of visual attention on a facial stigma. We used a 2 (acknowledge: yes or no) x 2 (target gender: male or female) experimental design. The participants heard a computer-mediated interview while viewing one of the manipulated images. For half of the conditions, the participants heard the applicant acknowledge their stigma. Using an eye tracker, visual attention to the stigma was measured every 30 seconds during the 8-minute interview, producing 16 different time points and a total of 1,792 data points. Multilevel growth curve model analysis examined variation in the trajectory of visual attention to the stigma. The results showed that facial stigmas draw visual attention during a computer-mediated interview, which decreased over time. However, the trajectory of the decrease in visual attention depended on whether an applicant acknowledged their stigma during the interview. The decrease in visual attention was faster in the acknowledgment condition than in the control condition. The current research provides a better understanding to how a facial stigma influences the interview process and provides a theoretical rationale for why acknowledging a facial stigma benefits the interview process

Tratamiento de lixiviados utilizando humedales construidos y determinación de conductividades hidráulicas en clima tropical

Los humedales construidos en los últimos años han sido ampliamente usados en la depuración de una gran variedad de aguas residuales, por ser una alternativa que ofrece múltiples ventajas, en comparación con otros sistemas de tratamiento. Este estudio evaluó la eficiencia de seis sistemas de humedales, construidos de flujo subsuperficial horizontal (HCFSSH), a escala piloto, para la remoción de materia orgánica (DQO), nutrientes (N-NO3-, P-PO43-) y plomo (Pb+2), además de la incidencia del tiempo de operación sobre la conductividad hidráulica (Ks) para tratar lixiviados del Relleno Sanitario “El Ojito”, del municipio de Popayán, Cauca. Tres humedales fueron plantados con Heliconia psittacorum (HCFSSH-H. p) y tres con Cyperus haspan (HCFSSH-C. h); el medio de soporte utilizado fue grava, operados con un caudal de 0.012m3/día y un tiempo de retención hidráulico de 4 días; las unidades recibieron efluente de una laguna de oxidación. Los resultados mostraron remociones medias de: DQO (51,67 y 64,00%), N-NO3- (45,33 y 48,17%), P-PO43- (53,67 y 62,67%) y Pb+2 (5,74 y 14,75%) para los HCFSSH-H. p y HCFSSH-C. h, respectivamente y valores de conductividad hidráulica, entre 700 y 1000m/día. El sistema de humedales mostró ser eficiente para el tratamiento secundario de lixiviado de rellenos sanitarios maduros, obteniendo eficiencias de remoción, significativamente mayores, en los HCFSSH-C. h

Experiencias de aprendizaje

Libro de experiencias de aprendizaje del grupo de investigación Giteca y de los semilleros de investigación en la que se visualizan las diferentes experiencias lideradas por instructores y aprendices en las diferentes áreas y líneas de formación.Book of learning experiences of the Giteca research group and the research hotbeds in which the different experiences led by instructors and apprentices in the different areas and lines of training are visualized.Propagación in vitro como un camino de aprendizaje para la formación profesional integral -- Experiencias significativas de aprendizaje, laboratorio de hematología y parasitología animal del Complejo Tecnológico para la Gestión Agroempresarial CTPGA-SENA -- Experiencias significativas adquiridas por aprendices en el área de SENNOVA, Complejo Tecnológico para la Gestión Agroempresarial. Regional – Antioquia -- El papel de la prensa escrita en el desarrollo de la competencia textual -- Aprendiendo a Emprender con un emprendedor -- Ven y te cuento sobre ADSI -- Observaciones fenológicas del cultivo de cacao (Theobroma cacao) en los municipios de Tarazá, El Bagre y Caucasia dentro de la formación del programa SENA emprende rural -- Tejiendo sueños desde la formación -- Forraje verde hidropónico como alternativa para disminuir la expansión de la frontera agrícola en el Putumayo -- La importancia del saber hacer para ser competente en el sector agrícola -- Experiencia significativa de aprendizaje semilleros de investigación -- La investigación como ente transformador de pensamientos -- Piscícola Paraguay; Mi Sueño, Mi Proyecto de Vida! -- Estrategia de aprendizaje a través de la investigación y la empresa aplicando un programa de Responsabilidad Social Empresarial –RSE -- Matemática aplicada para procesos agroindustriales de panificaciónna85 página

The Diversity-Validity Dilemma: Implications from the Ricci v. DeStefano U.S. Supreme Court Case

One of the most critical problems that hospitality firms face in selecting employees is that the use of cognitive ability tests and other valid predictors of job performance lead to subgroup differences between majority and minority group members. The recent Ricci v. DeStefano U.S. Supreme Court case provides new implications for the adverse diversity-validity dilemma. This paper seeks to bridge areas that have not been discussed in unison, including the costs of employment discrimination claims, the validity-diversity dilemma, and disparate treatment v. disparate impact under the Supreme Court’s recent ruling, and alternative selection methods

Using Social Network Sites to Investigate Employees in the Hospitality Industry

The use of social network sites to investigate potential employees is a new practice with few studies examining how employers use social network sites for screening applicants. The purpose of this paper was to investigate how employers use social network sites for the selection process. Participants were industry recruiters attending a career fair; 50% of the recruiters reported using social network sites to screen applicants. Negative information from the internet was rated as more important than positive information of the applicants. Recruiters use social network sites more for management level and front-of-the-house employees than entry level and back-of-the-house applicants

The Diversity-Validity Dilemma: Implications from the Ricci v. DeStefano U.S. Supreme Court Case The Diversity-Validity Dilemma: Implications from the Ricci v. DeStefano U.S. Supreme Court Case

ABSTRACT One of the most critical problems that hospitality firms face in selecting employees is that the use of cognitive ability tests and other valid predictors of job performance lead to subgroup differences between majority and minority group members. The recent Ricci v. DeStefano U.S. Supreme Court case provides new implications for the adverse diversity-validity dilemma. This paper seeks to bridge areas that have not been discussed in unison, including the costs of employment discrimination claims, the validity-diversity dilemma, and disparate treatment v. disparate impact under the Supreme Court's recent ruling, and alternative selection methods