{"id":1410,"date":"2024-03-26T10:11:17","date_gmt":"2024-03-26T10:11:17","guid":{"rendered":"https:\/\/mystartingpoint.co.uk\/?p=1410"},"modified":"2025-06-30T11:56:39","modified_gmt":"2025-06-30T11:56:39","slug":"gwahaniaethu-ar-y-cam-ymgeisio","status":"publish","type":"post","link":"https:\/\/mystartingpoint.co.uk\/cy\/gwahaniaethu-ar-y-cam-ymgeisio\/","title":{"rendered":"Y Rhwystrau Anweledig: Anfanteision a Wynebir gan Grwpiau Lleiafrifol mewn Ceisiadau am Swydd"},"content":{"rendered":"

Gwahaniaethu ar y Cam Gwneud Cais<\/strong><\/h3>\n

Yn y gymdeithas sydd ohoni, mae llawer yn ymdrechu i gynnal yr egwyddor o gyfle cyfartal. Eto i gyd, mae tystiolaeth yn awgrymu bod grwpiau lleiafrifol yn aml yn wynebu rhwystrau sylweddol yn ystod y broses ymgeisio am swydd. Mae'r rhwystrau hyn nid yn unig yn amlygu mater parhaus gwahaniaethu ond hefyd yn galw am archwiliad beirniadol o'n harferion cyflogi.<\/p>\n

Y Gwahaniaeth mewn Rhifau<\/h3>\n

Ymchwil<\/a> o Brifysgol Rhydychen wedi taflu goleuni ar anghydraddoldeb amlwg yn y farchnad swyddi. Canfu, er bod angen i ymgeiswyr gwyn Prydeinig fel arfer gyflwyno pedwar cais i gael ymateb cadarnhaol, roedd yn rhaid i ymgeiswyr o leiafrifoedd ethnig anfon saith allan. Mae'r anghysondeb hwn yn amlygu anfantais systemig a wynebir gan grwpiau lleiafrifol, gan awgrymu tuedd sy'n ymestyn y tu hwnt i ragfarnau unigol.<\/p>\n

Effaith Gwahaniaethu<\/h3>\n

Mae gwahaniaethu yn ffactor allweddol sy'n cyfrannu at yr anghydraddoldeb hwn. Astudiaethau<\/a> datgelu bod lleiafrifoedd ethnig gryn dipyn yn llai tebygol o gael eu galw yn \u00f4l am gyfleoedd gwaith, waeth beth fo'u cymwysterau. Mae'r math hwn o ragfarn nid yn unig yn anghyfiawn ond mae hefyd yn atal unigolion hynod alluog rhag dilyn rolau y maent yn addas ar eu cyfer, gan barhau \u00e2 chylch o waharddiad.<\/p>\n

R\u00f4l CVs a Cheisiadau Ysgrifenedig<\/h3>\n

Mae camau cychwynnol y broses ymgeisio, yn enwedig y gwerthusiad o CVs a cheisiadau ysgrifenedig, yn llawn potensial am ragfarn anymwybodol. Er enghraifft, mae'n ofynnol i ymgeiswyr ag enwau sy'n swnio'n estron i'r boblogaeth fwyafrifol gyflwyno hyd at 50% yn fwy o geisiadau na'u cymheiriaid i dderbyn gwahoddiad am gyfweliad. Mae hyn yn dynodi mater systemig lle gall rhagfarnau, yn aml yn anymwybodol, effeithio'n sylweddol ar degwch y broses recriwtio.<\/p>\n

Yr Angen am Newid<\/h3>\n

Mae'r dystiolaeth a gyflwynwyd yn amlygu angen brys am newid o fewn arferion cyflogi. Cyflogwyr<\/a> cymryd camau gweithredol i nodi a dileu rhagfarnau yn eu prosesau adolygu ceisiadau. Mae sicrhau bod pob ymgeisydd, waeth beth fo'i gefndir ethnig, yn cael ei werthuso'n deg, yn hanfodol ar gyfer meithrin gweithle amrywiol a chynhwysol.<\/p>\n

Mynd i'r Afael \u00e2 Gwahaniaethu: Camau Tuag at Geisiadau Tecach am Swydd<\/h3>\n

Cyflwyniad i Geisiadau Dienw<\/h4>\n

Er mwyn mynd i\u2019r afael \u00e2\u2019r gwahaniaethu y mae grwpiau lleiafrifol yn ei wynebu yn ystod y broses ymgeisio am swydd, rhaid i gyflogwyr a\u2019r gymuned ehangach weithredu. Mae'n hanfodol i sefydliadau adolygu ac addasu eu harferion cyflogi i sicrhau tegwch a chydraddoldeb. Un dull a awgrymir ar gyfer hyn yw cyflwyno ceisiadau dienw. Y syniad y tu \u00f4l i hyn yw, trwy ddileu manylion personol a allai awgrymu cefndir ethnig ymgeisydd, megis enwau a chyfeiriadau, yn ystod y sgrinio cychwynnol, y gallwn symud yn nes at system lle gwneir dewisiadau ar sail sgiliau a chymwysterau yn unig.<\/p>\n

Y Dull Man Cychwyn<\/h4>\n

Fodd bynnag, mae Man Cychwyn yn cynnig dull gwahanol o symud y tu hwnt i\u2019r gwahaniaethu a all ddod gyda\u2019r broses ymgeisio. Gyda'n ar-lein unigryw llwyfan gyrfaoedd<\/a>, Mae Startingpoint yn cynnig y gallu i weld personoliaeth, cymeriad a chyflawniadau rhywun trwy fideos a dogfennaeth yn hytrach nag enw yn unig. Felly helpu pobl i brynu i mewn i'r person yn hytrach na gwahaniaethu yn erbyn y cais oherwydd enw anarferol.<\/p>\n

Yr Achos Busnes dros Amrywiaeth<\/h4>\n

At hynny, mae'r ddadl dros amrywiaeth yn ymestyn y tu hwnt i degwch a chydraddoldeb; mae hefyd yn gwneud synnwyr busnes cadarn. Yn \u00f4l McKinsey & Company<\/a>, mae sefydliadau sy'n amrywiol o ran ethnigrwydd 36% yn fwy tebygol o berfformio'n well na'u cymheiriaid llai amrywiol. Yn yr un modd, mae cwmn\u00efau ag amrywiaeth rhyw 25% yn fwy tebygol o gyflawni proffidioldeb uwch na'r cyfartaledd. Mae'r ystadegau hyn yn tanlinellu manteision diriaethol amrywiaeth, gan awgrymu bod cwmn\u00efau cynhwysol nid yn unig yn fwy teg a diduedd ond hefyd yn fwy llwyddiannus a chystadleuol yn y farchnad.<\/p>\n

Pwysigrwydd Hyfforddiant Amrywiaeth<\/h4>\n

Mae hefyd yn hanfodol i gwmn\u00efau weithredu rhaglenni hyfforddiant amrywiaeth. Dylai\u2019r mentrau hyn nid yn unig amlygu mater rhagfarnau anymwybodol\u2014y dyfarniadau awtomatig hynny yr ydym i gyd yn eu gwneud heb eu gwireddu\u2014ond hefyd darparu strategaethau i\u2019w goresgyn. Trwy addysgu rheolwyr llogi a hyrwyddo diwylliant o gynwysoldeb, gall sefydliadau greu amgylchedd sy'n denu ystod amrywiol o ymgeiswyr, yn hyderus o gael eu gwerthuso'n deg.<\/p>\n

Ymyriadau Polisi ac Ymgyrchoedd Cyhoeddus<\/h4>\n

Ar raddfa ehangach, gall ymyriadau polisi gan lywodraethau annog a gorfodi arferion cyflogi teg. Gall deddfwriaeth sy'n gwobrwyo cwmn\u00efau am degwch ac amrywiaeth amlwg yn eu prosesau recriwtio wneud gwahaniaeth sylweddol. Gall ymgyrchoedd cyhoeddus sy'n dathlu amrywiaeth yn y gweithle hefyd helpu i newid agweddau cymdeithasol, gan hyrwyddo golwg fwy cynhwysol o'r farchnad swyddi.<\/p>\n

Symud Ar Draws Bwriadau<\/h4>\n

I gloi, er bod y rhwystrau a wynebir gan grwpiau lleiafrifol wrth sicrhau cyflogaeth yn frawychus, nid ydynt yn anorchfygol. Gall cyfuniad o ymrwymiad sefydliadol i newid, polis\u00efau cefnogol, a newid mewn agweddau cymdeithasol greu llwybr i farchnad swyddi mwy cynhwysol a theg. Drwy gymryd y camau hyn, gallwn sicrhau bod y broses ymgeisio am swydd yn deg i bawb, gan symud y tu hwnt i fwriadau\u2019n unig i gynnydd gwirioneddol, ystyrlon.<\/p>\n

Cyfeiriadau a Darllen Pellach<\/h3>\n

\u201cMae gwahaniaethu ar sail swydd a wynebir gan leiafrifoedd ethnig yn argyhoeddi\u2019r cyhoedd am hiliaeth,<\/a>" Y gwarcheidwad.
\n\u201cMae lleiafrifoedd ethnig yn llai tebygol o ddod o hyd i waith da na\u2019u cymheiriaid gwyn Prydeinig, hyd yn oed pan g\u00e2nt eu geni a\u2019u haddysgu yn y DU,\u201d<\/a> LSE Gwleidyddiaeth a Pholisi Prydain.
\n\u201cMae gan leiafrifoedd ethnig lai o gyfleoedd gwaith oherwydd hiliaeth gymdeithasol,\u201d<\/a> Metro.
\n\u201cMae lleiafrifoedd ethnig yn wynebu gwahaniaethu yn y farchnad swyddi \u2013 ond mae cymwysterau uwch yn helpu,\u201d<\/a> Deall Cymdeithas.
\n\u201cGwahaniaethu ethnig wrth gyflogi: cymharu grwpiau ar draws cyd-destunau,\u201d<\/a> Cylchgrawn Astudiaethau Ethnig ac Ymfudo.
\n\u201cMae amrywiaeth yn ennill: Sut mae cynhwysiant yn bwysig\u201d<\/a>- Mckinsey & Company.<\/p>","protected":false},"excerpt":{"rendered":"

Gwahaniaethu Ar Y Cam Ymgeisio Yn y gymdeithas heddiw, mae llawer yn ymdrechu [\u2026]<\/p>","protected":false},"author":4,"featured_media":1411,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"footnotes":""},"categories":[7],"tags":[],"class_list":["post-1410","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-employability"],"yoast_head":"\nDiscrimination at the Application Stage | Startingpoint<\/title>\n<meta name=\"description\" content=\"Evidence suggests that minority groups often encounter significant barriers during the job application process.\" \/>\n<meta name=\"robots\" content=\"index, follow, max-snippet:-1, max-image-preview:large, max-video-preview:-1\" \/>\n<link rel=\"canonical\" href=\"https:\/\/mystartingpoint.co.uk\/cy\/gwahaniaethu-ar-y-cam-ymgeisio\/\" \/>\n<meta property=\"og:locale\" content=\"en_US\" \/>\n<meta property=\"og:type\" content=\"article\" \/>\n<meta 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In return improving the opportunities and helping Students achieve their potential across the country.","url":"https:\/\/mystartingpoint.co.uk\/cy\/author\/dricardo\/"}]}},"_links":{"self":[{"href":"https:\/\/mystartingpoint.co.uk\/cy\/wp-json\/wp\/v2\/posts\/1410","targetHints":{"allow":["GET"]}}],"collection":[{"href":"https:\/\/mystartingpoint.co.uk\/cy\/wp-json\/wp\/v2\/posts"}],"about":[{"href":"https:\/\/mystartingpoint.co.uk\/cy\/wp-json\/wp\/v2\/types\/post"}],"author":[{"embeddable":true,"href":"https:\/\/mystartingpoint.co.uk\/cy\/wp-json\/wp\/v2\/users\/4"}],"replies":[{"embeddable":true,"href":"https:\/\/mystartingpoint.co.uk\/cy\/wp-json\/wp\/v2\/comments?post=1410"}],"version-history":[{"count":7,"href":"https:\/\/mystartingpoint.co.uk\/cy\/wp-json\/wp\/v2\/posts\/1410\/revisions"}],"predecessor-version":[{"id":1907,"href":"https:\/\/mystartingpoint.co.uk\/cy\/wp-json\/wp\/v2\/posts\/1410\/revisions\/1907"}],"wp:featuredmedia":[{"embeddable":true,"href":"https:\/\/mystartingpoint.co.uk\/cy\/wp-json\/wp\/v2\/media\/1411"}],"wp:attachment":[{"href":"https:\/\/mystartingpoint.co.uk\/cy\/wp-json\/wp\/v2\/media?parent=1410"}],"wp:term":[{"taxonomy":"category","embeddable":true,"href":"https:\/\/mystartingpoint.co.uk\/cy\/wp-json\/wp\/v2\/categories?post=1410"},{"taxonomy":"post_tag","embeddable":true,"href":"https:\/\/mystartingpoint.co.uk\/cy\/wp-json\/wp\/v2\/tags?post=1410"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}