4 ms·
> A while back, I did rough envelope calculations that if one of the major FAANG companies hit their diversity goal, there would be none left for any of the res
by anonytrary 7y ago
> A while back, I did rough envelope calculations that if one of the major FAANG companies hit their diversity goal, there would be none left for any of the rest of them.
Not to mention, if the other companies also wish to hit their diversity goals, they will be forced to take on weaker hires, since the (already small) pool of adequate hires has been exhausted. In my opinion, diversity hiring is an anti-pattern. Hiring should instead ignore demographics information rather than use it to try and achieve some optimal representational balance. If demographics information are completely ignored in the hiring process (which is impossible if you do on-site hiring), then no one can accuse you of favoring a particular group of people.
- oconnore 7y agoCommon practice is to ignore diversity (to the extent possible) in assessing, but not in sourcing.
- leereeves 7y agoHow can that work for Google or Tesla or any other company that everyone knows about, where anyone who wants to work there is likely to apply?
- mepiethree 7y agoLots of people don't apply because they incorrectly believe they are not qualified.
- DataWorker 7y agoNoted!
- anonytrary 7y agoIIUC, I think the distinction between sourcing and assessing is not relevant here. Assuming the females in the pool of viable candidates have already been exhausted, then sourcing only females is suboptimal, as they are less likely to pass assessment because (by construction) they are not in the set of viable candidates. It will always make the most sense to source the best people without regard to anything but job skill. If the best people aren't diverse, then chasing diversity requires you to look outside the set of best people, by construction. You can't have your cake and eat it, too.
- bobbytherobot 7y ago> they will be forced to take on weaker hires What I have seen in my experience is not a lowering of the bar for more diverse hires, but a lowering of the bar when a company wants to drastically increase its number of engineers. Yet the lowered bar does not increase the percentage of diverse hires, quite the opposite. I've seen lowering the bar for white men, but no other group. I say this as a white man who doesn't want to work with poor quality engineers who are uncoachable. It infuriates my sense of logic when they cry about not wanting to lower the bar while doing exactly that.