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Pretty common I think. Not only hiring. A coworker was blocked from organizing some technical community event because among the 5 speakers who applied to prese
by quelltext 4y ago
Pretty common I think.
Not only hiring. A coworker was blocked from organizing some technical community event because among the 5 speakers who applied to present only one was "x".
I get the sentiment behind such quotas but it's not always realistic. I think a fair way to look at it is, if the environment is such that "x" are discouraged from participation then it needs fixing. But it should be easy for the diversity team to go identify such an issue and tell the organizers to fix that rather than saying "meet quota or no event".
For hiring, it's fine to look at numbers and identify a skew pattern and to look into why it may exist and how to counter, but just asking for percentage alone is not helpful.
- wizofaus 4y agoIndeed, I was just reading about a local software shop that managed to increase its rate of hiring female engineers to over 40% without any quota system. One of the simple tricks they use is to ensure there's always a woman involved in the job advertising/interviewing/hiring process. Note that most companies are lucky if they can reach 20% for female engineer hires (and certainly from experience, it's rare to get even 25% of applicants be female, which is at least partly an issue of implicit biases in the education system).
- nobodyandproud 4y agoThat’s an insightful idea. There’s no question of unconscious and unintentional bias that goes on, even with the best of intentions. Forcing a quota system cannot be the right answer, however.
- wizofaus 4y agoArguably that is a quota system for the selection of those involved that make up the hiring team.