Monster and Diversity Best Practices Identify Key Challenges In Diversity Recruiting.

MAYNARD, Mass. & WASHINGTON -- Almost Half of Ethnically Diverse Candidates Do Not Highlight Ethnicity When Looking for a Job

Monster(R), the leading global online careers and recruitment resource and flagship brand of Monster Worldwide, Inc. (NASDAQ: MNST), and Diversity Best Practices today announced select key findings from a jointly commissioned survey of both job recruiters and seekers on the topic of diversity recruiting. One component of the survey revealed that many diverse job seekers have different attitudes about whether 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 diversity recruiting. Today's diverse job seekers want to know that they got a job because of talent, not race. Many are reluctant to address ethnicity when pursuing a job if they believe that their race may become 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 experiences where ethnicity was perceived to be a professional hindrance. We have found that while the majority of companies do value diversity and talent, they need to engage in an open dialogue with the seekers themselves to address these concerns."

"This survey is important because it gauges the thoughts of the diverse job seekers themselves," said Edie Fraser, Founder of Diversity Best Practices. "These findings underscore the importance of recruiters actively engaging with their target communities and broaching issues of diversity in a compelling way that conveys the depth of their commitment. We urge every company and organization to review the findings and analyze the implications for their own recruiting needs."

These, along with other survey findings, will appear in a broader research study, "Bridging the Gap: Leveraging the Internet to Increase Ethnic Representation Within Organizations," scheduled to be released in early November. Monster and Diversity Best Practices commissioned a survey to better understand the mindset of diverse job seekers and the practices of employers looking to hire them, and identified key connections and gaps that exist between these two groups.

Methodology: Online Diverse Job Seekers

The findings presented are the results of an online study conducted August 16-25, 2005 by Roper Public Affairs & Media - a part of GfK NOP - among 486 adult Americans ages 18 or older. Respondents were recruited from an online panel and qualified for the study on two criteria: (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 recruitment resource. A division of Monster Worldwide, Monster works for everyone by connecting quality job seekers at all levels with leading employers across all industries. Founded in 1994 and headquartered in Maynard, Mass., Monster has 25 local language and content sites in 23 countries worldwide. More information is available at www.monster.com or by calling 1-800-MONSTER. To learn more about Monster's industry-leading employer products and services, please visit http://recruiter.monster.com.

About Diversity Best Practices

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

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