4 ms·

I'm in a similar boat, story time! $current_company runs internal events and makes noise about leadership bonuses being tied to diversity targets. I'm part of

I'm in a similar boat, story time! $current_company runs internal events and makes noise about leadership bonuses being tied to diversity targets. I'm part of $targeted_minority so I usually show to the relevant zoom meetings. There's recurring meetings but no actionable items emerge from these meetings. In a way I'm alright with this because some people need the meetings as a coping mechanism but it doesn't fix the underlying problem; bringing in more $targeted_minority does that. What's missing: data about internal hiring/promotions/referrals showing whether $targeted_minority has a funnel problem. Maybe those reports are above my pay grade at this company. For some anecdata I've made over 30 referrals and not one has been hired. At $previous_company I made 6 referrals that turned into 4 offers and 3 hires (and one of those referrals walked away before being made an offer). Sure, $current_company has higher standards but I'm a bit incredulous at the success rate gap. Maybe one day they will give up and pad the numbers with marketing/HR folk, etc. and pat themselves on the back. Maybe they already do that and I just don't know about it.

malandrew 6y ago
> There's recurring meetings but no actionable items emerge from these meetings. I'm curious what items are actionable that also don't run afoul of equal protection (i.e. don't discriminate based on a protected class). My general observation of D&I in the years since it has become a corporate department at many companies is that the D&I department never sets specific and measurable target goals. They say they want to increase representation, but that's where things generally stop. Sub-metrics and sub-goals that would move the needle are conspicuously absent. If you don't have specific and measurable goals, how do you know when you've solved the problem for which the D&I department was originally formed to address?

malandrew 6y ago

> There's recurring meetings but no actionable items emerge from these meetings. I'm curious what items are actionable that also don't run afoul of equal protection (i.e. don't discriminate based on a protected class). My general observation of D&I in the years since it has become a corporate department at many companies is that the D&I department never sets specific and measurable target goals. They say they want to increase representation, but that's where things generally stop. Sub-metrics and sub-goals that would move the needle are conspicuously absent. If you don't have specific and measurable goals, how do you know when you've solved the problem for which the D&I department was originally formed to address?