Comment by paulddraper
2 months ago
> It should never, ever be about hard quotas.
And yet, it is.
The success of a DEI program is the number of people who are in X category.
A homogeneous company is a DEI failure, no?
2 months ago
> It should never, ever be about hard quotas.
And yet, it is.
The success of a DEI program is the number of people who are in X category.
A homogeneous company is a DEI failure, no?
I'll counter this with my experience.
I was a technology consultant to the HR department at a large tech company. They were bringing in some new technologies for recruiting and hiring. Their main objective as to make sure they could post their job openings to affinity outlets frequented by candidates across various backgrounds, places of origin, and racial communities.
It's akin to saying "I want to hire new college graduates, so I'll post a job opening to a job board targeting new college graduates".
Beyond that I was not aware of any quotas that were built into their assessment funnels. On that premise alone, I think the DEI initiative was addressing a reasonable objective.
Ish. Yes, if everyone in your company (of a significant size) is the same, then that is a fail.
However, the solution is not to force people into roles they are unqualified for. It's to find the ways to make the role more attractive to different demographics.
And it's not going to apply in all cases. Would you apply it to NBA teams?