Dual-Career Family Lifestyle
The problem of dual-career family lifestyle is that it requires a significant investment of resources from individuals, and the sustainment of work-life balance becomes more difficult as employees try to stay committed both to their work and their family. The negative impact of such lifestyle can be in the employee’s inability to reach equilibrium between the demands of his/her career and family. The roles that the person has can lead to significant stress because there might be simply not enough time to release pressure, which will, in turn, adversely influence the individual’s personal life. High pressure can result in decreased understanding at home, which can potentially lead to reduced productivity. Furthermore, the division of roles in such a family will also be a delicate matter to discuss as it is possible that the female partner will inherit more responsibilities due to their socialization than the male one. The interconnection between one’s work and personal life is difficult because the family can be seen as the second career that demands a significant investment of time, attention, self-reflection, and patience. Depending on the employee, they might choose the role of a person who will control everything at work and in their family or value career more than their family, thus refusing or failing to share responsibilities. The inability of defining family roles can negatively impact employee’s productivity at the workplace as they will have to resolve both professional and personal problems simultaneously. It is also suspected that the employee’s ability to share some specific and complex career goals will be compromised by their responsibility for their family and/or partner. Thus, achieving work-life balance is difficult in dual-career families.
Resumes
The behavior displayed in the example should be addressed at once because it leads to such issues as institutionalized racism and discrimination. It is unknown whether these individuals are not English-speaking, as they can be second- or third-generation immigrants. Furthermore, even if these individuals are not highly fluent in English, it should not diminish their skills and abilities and exclude them from the list of potential employees. Such behavior leads to income inequality and interferes with individuals’ ability to acquire good positions merely because they have non-English names (i.e., they are being discriminated).
Atypical formatting is also not a reason to exclude some of the applicants from the list of interviewees because there are multiple examples of how CVs are formatted. Additionally, the individual’s previous employer could demand very specific formatting of CVs, which they might perceive as the most suitable one. Some might add details such as marital status or passport information because they were previously asked to do so or because they believe that a more detailed resume will be perceived as a credible one. The length of the resume also depends on the individual’s career path and experience; it is possible that their professional experience requires a description that is more than two pages long. In this case, it indicates that the person can be highly skilled and definitely should not be screened out.
To conclude, the practice of excluding resumes only due to subjective perceptions of individual’s name or resume’s format is invalid because it is not objective. The hiring manager does not evaluate individuals by judging their skills and professional experience; he uses his own beliefs or preferences to choose the “right” interviewees.