I spent weeks carefully crafting my online application, highlighting my qualifications and passion for teaching. But when I tried to engage with the recruiter on their messaging platform, I felt insulted and disregarded because of my accent and local certificates. It was humiliating and shameful for me.I felt like I did not belong.(Noura)
Digital bullying or discriminatory behavior online has become a pervasive issue in many
sectors and the education sector is not left out.The rise of digital platforms has revolutionized the teacher recruitment
process, offering unprecedented ease
and accessibility. However, it has also opened the door to new challenges, including the serious and often overlooked issue of digital bullying.Teacher recruitment platforms can unfortunately become breeding grounds for such behavior due to their typically open and
interactive nature.This article soughts to expose the pervasive practice of digital bullying faced by teachers from the Global South during online recruitment processes,examine the role that digital platforms and established power dynamics and global inequities play in perpetuating such discriminations,highlight the profound human detrimental impact this practice has on teachers and propose strategies to fostering a more inclusive and equitable online hiring practice.
Online Hiring Bullying Practices
To best understand online recruitment bullying,It is important to be able to recognise characteristics of such practices. Here are some practices though not limited to these, that implicitely or explicitely imply digital bullying during an online recruitment situation.
● Poor Review and rating
Candidates from the Global South often face humiliating feedback such as critics on their accent or low scores on intetnational test that can be traced from pronunciation differences or varieties.This is often based on stereotypes or biases about their background which make them less competitive.
● Exploitative Hiring Processes/ Practices
Employers often post attractive job ads with unreasonable or willfully selective requirements.The intensions being to sieve Global South applicants.
● Disproportionate Impacts on Marginalized Applicants
Hiring platforms create widespread disadvantages for teachers of developing world.Some online teaching jobs require the instructor to do a paid updated course which usually cost a fortune for teachers of the Global South.Other recruiters impose that you be a holder of particular certificate before recruitment.Most often these certificates can not be obtained in the Global South.Even when the Global South candidate has an equivalent certificate, they are either poorly paid or rejected.
After I was recruited, I was informed I have to take a paid refresher course to update my teaching methodology.Unfortunately, the course was three times my proposed paid job so I dropped the offer.(Ngum)
● Lack of Transparecy and accountability
When teachers apply, they have little or no idea of the hiring process and decision- making.They can't in that case identify or denounce unfair practices.
Impact of Digital Bullying in Online Hiring to Teachers
Digital bullying in online hiring platforms can be particularly detrimental for teachers in the developing world. Just like our colleagues Noura and Ngum, many teachers suffer trauma from such mal practices.Below are some inconviniences these teachers suffer from.
📛 Barriers to Opportunity.
Teachers from the developing world become victims to a limiting their career prospects perpetuating underemployment and underrepresentation of teachers from certain regions within the global talent pool.
📛 Emotional and Psychological Harm.
Facing harassment stereotyping, and unfair treatment during the hiring process can be deeply demoralizing and damaging to the self-esteem and confidence of teachers.
The stress and anxiety caused by this can take a significant toll on their mental health and well-being.
📛 Discouragement from Applying.
Witnessing or experiencing digital bullying may cause teachers from the developing world to be less inclined to apply for positions on these platforms, further limiting their opportunities.
📛 Exacerbation of Existing Inequities.
The disproportionate impact of digital bullying on marginalized groups can compound the challenges teachers from the developing world already face, such as limited access to professional development, networking, and career advancement leading to widening the gap between teachers from the developed and developing worlds, further entrenching global inequities in education.
📛 Erosion of Trust and Engagement.
Negative experiences with online hiring platforms can lead teachers from the developing world to lose faith in the fairness and legitimacy of these systems, reducing their willingness to engage with them.
STRATEGIES TO AVOID DIGITAL BULLYING IN ONLINE HIRING PLATFORMS
Haven addressed the issue, here are some strategies that we think online recruitment platforms can implement to foster more inclusivity and equitable hiring practices.
● Regularly audit the algorithms used for candidate screening, scoring, and ranking to identify and address any biases against candidates from the developing world.
For instance masking demographic information.
● Encourage employers to use inclusive and transparent language in job descriptions that does not inadvertently discourage applications from certain regions.Provide clear guidance and best practices for employers on how to craft equitable job postings.
● Partner with education institutions, professional organizations, and communities in the developing world to actively recruit and spotlight talented teachers,offer free or subsidized training and support programs to help teachers from the developing world navigate the platform and application process.
● Equitable Assessment and Evaluation.
Develop standardized, skills-based assessment tools that minimize issues like teachers accent,provide guidance and resources to employers on conducting unbiased interviews and evaluations, offer candidates the opportunity to submit alternative forms of evidence, such as teaching portfolios or peer recommendations, to supplement traditional application materials.
● Establish clear anti-discrimination policies and grievance procedures for candidates to report unfair treatment or biased decisions.Regularly collect and analyze user feedback, particularly from underrepresented groups, to identify areas for improvement.
● Collaborative Partnerships and Advocy are a necessity if we intend to stop omline recruitment bullying.Partner with educational institutions, policymakers, and civil society organizations to advocate for more equitable hiring practices and policies.
If thes strategies are implemented, online recruitment platforms can play a proactive role in addressing the systemic biases that often disadvantage teachers from the developing world, ultimately fostering a more diverse, equitable, and inclusive global talent pool.
CONLCUSION
The scourge of digital bullying infiltrated the noble profession of teaching a long time ago we simply choose to ignore it.If we are to truly realize the promise of a more equitable and interconnected world, we must confront this hidden epidemic head-on. It will require a profound reckoning both at the individual and systemic level to address the biases, power imbalances, and lack of empathy that enable such abuses to occur. Educators, hiring managers, and edtech companies must all look within and commit to fostering more compassionate, inclusive, and accountable online spaces.Only then can we begin to heal the wounds inflicted by digital bullying.
The feeling of being bullied can be found in every domain, it becomes dangerous when one is looked down upon because of their origins or other natural factors. Nevertheless, teachers whatsoever their background should be able to prove their worth on the international field and then only their competences will be argued.
I agree totally with what was mentioned in this post.
Digital bullying in online recruitment harms teachers from the developing world and limits our career opportunities. If only independent committees are established to review recruitment processes to ensure transparency and equality, in addition to providing training workshops for hiring managers to raise awareness about digital biases and how to avoid them.
It is very important to encourage the online trainings .