Monster and Diversity Best Practices Identify Key Challenges In Diversity Recruiting

Almost Half of Ethnically Diverse Candidates Do Not Highlight Ethnicity When Looking for a Job

Monster(R), the leading global online careers and recruitmentresource and flagship brand of Monster Worldwide, Inc. (NASDAQ: MNST),and Diversity Best Practices today announced select key findings froma jointly commissioned survey of both job recruiters and seekers onthe topic of diversity recruiting. One component of the surveyrevealed that many diverse job seekers have different attitudes aboutwhether or not to self-identify during the recruiting process.

Key findings announced today:

-- 43% of minority job seekers (African Americans, Hispanics and Asians) view their ethnicity as a disadvantage when applying for a job;

-- More African-Americans, 59%, consider it a disadvantage, compared with 31% of Hispanics, and 39% of Asian-Americans, who consider it a disadvantage.

-- 47% do not highlight their ethnicity when applying for a job; and

-- 56% expressed concern about being hired because of their ethnicity as opposed to their abilities.

"The data reveals a groundbreaking shift in the world of diversityrecruiting. Today's diverse job seekers want to know that they got ajob because of talent, not race. Many are reluctant to addressethnicity when pursuing a job if they believe that their race maybecome the primary reason for being considered," said Steve Pemberton,Vice President, Diversity and Inclusion, Monster. "Additionally,minority seekers may be difficult to reach due to past experienceswhere ethnicity was perceived to be a professional hindrance. We havefound that while the majority of companies do value diversity andtalent, they need to engage in an open dialogue with the seekersthemselves to address these concerns."

"This survey is important because it gauges the thoughts of thediverse job seekers themselves," said Edie Fraser, Founder ofDiversity Best Practices. "These findings underscore the importance ofrecruiters actively engaging with their target communities andbroaching issues of diversity in a compelling way that conveys thedepth of their commitment. We urge every company and organization toreview the findings and analyze the implications for their ownrecruiting needs."

These, along with other survey findings, will appear in a broaderresearch study, "Bridging the Gap: Leveraging the Internet to IncreaseEthnic Representation Within Organizations," scheduled to be releasedin early November. Monster and Diversity Best Practices commissioned asurvey to better understand the mindset of diverse job seekers and thepractices of employers looking to hire them, and identified keyconnections and gaps that exist between these two groups.

Methodology: Online Diverse Job Seekers

The findings presented are the results of an online studyconducted August 16-25, 2005 by Roper Public Affairs & Media - a partof GfK NOP - among 486 adult Americans ages 18 or older. Respondentswere recruited from an online panel and qualified for the study on twocriteria: (1) ethnicity (African-American, Hispanic or Asian) and (2)having recently looked for a job using online resources.

About Monster

Monster is the leading global online careers and recruitmentresource. A division of Monster Worldwide, Monster works for everyoneby connecting quality job seekers at all levels with leading employersacross all industries. Founded in 1994 and headquartered in Maynard,Mass., Monster has 25 local language and content sites in 23 countriesworldwide. More information is available at www.monster.com or bycalling 1-800-MONSTER. To learn more about Monster's industry-leadingemployer products and services, please visithttp://recruiter.monster.com.

About Diversity Best Practices

Diversity Best Practices (DBP) is a leading management servicethat assists corporations and organizations in the development offully integrated diversity programs. DBP has more than 150 members andworks with hundreds of corporations and organizations. DBP works withmany of the non-profit diverse organizations and many diversepublications as partners. The Business Women's Network (BWN) is alsopart of the family of DBP and reaches out to more than 1000 women'sorganizations and thousands of entrepreneurs. DBP and BWN are part ofPAG, a subsidiary of iVillage Inc. (Nasdaq: IVIL - News), a leadingwomen's media company and the number-one women's community online. TheiVillage Network is the 30th most visited Web site in the U.S. withmore than 15 million unique monthly visitors (comScore Media Metrix,August 2004).

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