201–210 of 972 posts
"Imagine you work under a black executive at Microsoft. Does a graph like this one make you more or less likely to think they got to where they are because of their accomplishments? " This is the same "affirmative action hire" argument conservatives have been making since affirmative action was implemented.
> You might imagine this policy doesn’t bias the hiring process, since managers are still free to choose who to hire after interviewing the diverse candidates. But because of the number of applicants, most are rejected based on their resumes. Imagine diversity candidates are 1% of the applicants but 15% of those interviewed. This gives those candidates opportunities to do well in interviews that their peers with simi…
Unless you think that all Black people are disadvantaged. To me, it's a "ruinous empathy" form of racism if you think "Oh look at that poor Black person!" without knowing anything about her background.
It's telling that this person posted a job listing, interviewed dozens of candidates, realized they couldn't proceed because they hadn't interviewed any minority candidate, tried for months and were still unsuccessful at finding a single one , and the take away wasn't that they should fix their broken recruiting pipeline but that the corporate policy was what was wrong.
This is trying to treat the symptoms, not the disease. You yourself say "they tried for months and were still unsuccessful at finding a single one". Why do you think that is?
Whatever you're trying to solve - the "issue" starts decades earlier, at home. It's about how people are brought up, their access to education, their social environment. Culture actually plays a role, too.
Earlier quoted context omitted.
That doesn't work. There are some really amazing people out there that don't fit the typical tech mold of straight cis (white) guy. They don't stick around if they have to navigate a monoculture that doesn't understand that they are constantly throwing out micro-aggressions to people outside of their view of what acceptable behaviour is. Separating your home life from work life only works for so long before you start…
Quoted post unavailable.
At this moment in time I think companies can gain a major hiring advantage by simply hiring the best regardless of race/gender. So many large companies are shooting themselves in the foot distorting incentives and saying "no" to people who are the wrong color/gender.
Quoted post unavailable.
> You might imagine this policy doesn’t bias the hiring process, since managers are still free to choose who to hire after interviewing the diverse candidates. But because of the number of applicants, most are rejected based on their resumes. Imagine diversity candidates are 1% of the applicants but 15% of those interviewed. This gives those candidates opportunities to do well in interviews that their peers with simi…
all you have to do is start recruiting in places that were overlooked. just stop obsessing over Stanford pedigrees and recruit at the same Tier 3 universities that the intelligence community recruits from.
fund your own coding academies and executive workshops and create your own pipeline, physically located in neighborhoods that have people you want representation from.
everyone is going to keep messing this up and discriminating on the hiring process, without a framework about how to do it.
> You might imagine this policy doesn’t bias the hiring process, since managers are still free to choose who to hire after interviewing the diverse candidates. But because of the number of applicants, most are rejected based on their resumes. Imagine diversity candidates are 1% of the applicants but 15% of those interviewed. This gives those candidates opportunities to do well in interviews that their peers with simi…
It's not those with a disadvantage. It's strictly based on skin color. That's the problem. You have no idea if they are disadvantaged or not. There are plenty of middle-class and upper-class Black families these days. Unless you think that all Black people are disadvantaged. To me, it's a "ruinous empathy" form of racism if you think "Oh look at that poor Black person!" without knowing anything about her background.
Earlier quoted context omitted.
I think an important question is how many of those Asians are drawn from abroad, vs our American homegrown Asians? If they're homegrown, then clearly they're over-represented. But if they're poached from abroad, they are actually under-reprsented. One would assume 60% of employees of a global workforce would be Asian.
If you're assuming a global workforce this would mean the representative share of African Americans would be 0.5%
"I was pretty sure my corporate vice president would be more likely to promote people who had hired more of them and thus made his contribution to the annual D&I report look good." Statements like this carry a lot of weight in this essay: He's "pretty sure" and "assumes" an awful lot. He also seems fairly ineffective at navigating bureaucracy. Taken to extremes, lots of corporate policies can seem a bit overbearing.…
Very recently I was only allowed to hire a black person. The assumptions here are probably correct. Search linkedin for “diversity recruiter”. It’s a role. Companies post specific reqs that state you must belong to a marginalized group in job posts often enough that it’s a bit stomach churning. I’ve personally had to deal with HR for having too many white men on my teams. For software developers in America.
The whole thing breeds resentment and drives teams further apart, in fact it creates the exact problems DEI is purported to solve.