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IMO the right way to improve DEI outcomes is to reach outside traditional recruitment pools. My last job spent months talking about DEI only to have a similar o
by schwartzworld 5y ago
IMO the right way to improve DEI outcomes is to reach outside traditional recruitment pools. My last job spent months talking about DEI only to have a similar outcome to yours, just telling HR to hire more women and POC to senior roles. But it doesn't do anything for representation to scramble over the handful of "diverse" senior+ candidates that already exist. Ultimately improving diversity in tech is going to require hiring more people with less experience and training them.
- lokar 5y agoIn a real world organization it can be hard to get individual managers and teams to do this. Even when they want to, time pressure often means they just do the easy things. Setting aside even a handful of slots forces the issue, and this can lead to orgs figuring out how to find people.
- rdtwo 5y agoYeah but managers don’t train and nobody has time or interest to train the lowest preforming candidate just because of their skin color.
- azth 5y ago> IMO the right way to improve DEI outcomes They need to take a step back and ask why equal outcomes is the goal to begin with? They can't seem to fathom that men and women naturally have different interests and inclinations. And if somehow the arbitrary identity groups that they decide on and end up hiring do end up reflecting the underlying society, then what? All problems are solved?
- raxxorrax 5y agoThat would be discrimination if there are people that have the qualifications and want to apply them. Where is the goal of DIE reached? Is there are limit when "discrimination" is gone? A certain percentage that needs to be reached? I would be completely surprised if that were the case and I believe this will only end in a bureaucratic hell hole.