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In The Latest Entertainment News Of All Things Tom Hanks
Tom Hanks has been a beloved actor for years and a resume with countless classics like “Mermaid,” Forrest Gump, and “Philadelphia.”
His name alone has positioned him into Hollywood royalty alongside his children. No less, during a recent interview with GQ magazine, Hanks spoke on nepotism.
Now, for a good example of the word, let’s say two-equally qualified candidates are up for the same job which includes a relative of the hiring manager, or boss. The position is given to the relative versus the non-related candidate. You got that? Good!
The actor has four children who have all had a taste of stardom: Colin Hanks (“Orange County”), Chet Hanks (“Fantastic Four”), Truman Hanks (“West Side Story”), and Elizabeth Hanks (“That Thing You Do!”). He’s also married to fellow actress Rita Wilson (“Sleepless in Seattle”) whose cinema pedigree also has no shortage. Wilson and Hanks share Chet and Truman as Elizabeth and Colin are from a prior relationship. Hank’s latest film, “A Man Called Otto,” will see his son Truman make an appearance.
Hanks was adamant as he described his family legacy saying,
“Look, this is a family business. This is what we’ve been doing forever. It’s what all our kids grew up in. If we were a plumbing supply business or if we ran the florist shop down the street, the whole family would be putting in time at some point, even if it was just inventory at the end of the year.”
He added,
“The thing that doesn’t change no matter what happens, no matter what your last name is, is whether it works or not. That’s the issue anytime any of us go off and try to tell a fresh story or create something that has a beginning and a middle and an end. Doesn’t matter what our last names are. We [must] do the work in order to make that a true and authentic experience for the audience.”
Nepotisim has been an open source of discussion from famous parents and their offspring. After the December cover story of New York Magazine’s “She Has Her Mother’s Eyes and Agent” sparking an interesting debate.
Check out the full clip below:
Possible Concerns Of Nepotism For Millennials And Gen Z
According to a study done in the UK, students showed a lack of confidence in being hired based on recruiters after completion of their studies. It detailed,
UK students fear that physical appearance (58%), race and/or ethnicity (52%) and nationality (52%) have the greatest impact on recruitment decisions, a new survey from leading graduate careers website Milkround has revealed
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The majority of HR decision makers (59%) think their business is already doing enough to recruit a diverse workforce, but 81% of students and graduates don’t agree
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Physical appearance (58%) is the top identity trait students think has the greatest influence on companies’ recruitment, followed closely by race and/or ethnicity (52%) and nationality (52%)
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81% of students also think nepotism is still a major factor when it comes to who is offered a job, yet only 6% of HR decision makers agree
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Brand new research from Milkround sees students call time on feeling that hires are made based on personal characteristics and preferences over skills and experience
Over 80 percent of students and graduates agreed that nepotism was a factor for job offers despite the opposing six percent argument of HR’s decision making.
Combating Nepotism In The Workplace
Check out these recommended ways to handle witnessing favorable acts to direct kinship from employers, per PeopleGoal:
1. Anti-nepotism policies
Anti-nepotism policies restrict related individuals from working in the same department or company. Employees who adopt these policies need to state the cases which concern nepotism. For example, policies may prohibit one relative from supervising another or from married couples from working together.
A thoughtful and well-defined anti-nepotism policy should allow for the employment of friends and relatives while avoiding the associated complex and operational issues.
2. Create viable communication channels
Organizations may be committing nepotism without even realising it! Provide employees with proper communication to discuss where nepotistic biases may lie in the company. This provides employees with greater confidence in expressing their unhappiness in a polite and diligent manner.
3. Develop a viable internal promotional structure for relatives and friends
When employing friends and relatives it is important to be objective about the grade of job they should be employed in. This will show to others that they haven’t received the job based on nepotism, but their pre-defined level of skill and experience. It also provides friend and family members with the opportunity to demonstrate their skills and as to why they may deserve a promotion in the future.
