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I thought that was a very reasonable "ask." There are likely a variety of factors that may affect the make-up of a candidate pool. If there aren't any options t
by endswapper 10y ago
I thought that was a very reasonable "ask." There are likely a variety of factors that may affect the make-up of a candidate pool. If there aren't any options then that is the issue. I think it's worthwhile to discuss that. Once you let people know there is an imbalance in your candidate pool you might see a shift.
I have been in the room when an all male team voted to not hire a woman - just in principle. That team was had a myopic view and an emphasis on their "comfort level." To be clear, their arguments were ridiculous, and I was the only one to make the argument for that inclusion.
Unfortunately, if you just work off the stats you will get little diversity because of deeply embedded social biases.
Diversity has value. Acknowledging that, and identifying it when you see it improves an organization.
- JoeAltmaier 10y agoUm, that was actually illegal? I worked at a place where, once the candidate left one of the guys remarked "Last thing we need working here is a woman". Somebody overheard. That was on Friday. On Monday the department was gone - everybody fired, function outsourced. As damage control, to save the company from lawsuit.
- endswapper 10y agoNo shortage of lawsuits at the company referred to and they are out of business.
- JoeAltmaier 10y agoTo be honest, that was the only time it resulted in quick action in my experience. Other jobs, similar things happened with no repercussions. In fact one manager told everybody "No way am I going to hire her. Did you see the guys fawning over her? Nothing would get done around here." That manager is now CEO at a Boston company (with offices in Sunnyvale and Munich). I wonder what their hiring statistics are.