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A strict ordering of candidates by merit quantified however you please followed by selection of top n candidates ought to on average look exactly like candidate
by michaelmrose 2y ago
A strict ordering of candidates by merit quantified however you please followed by selection of top n candidates ought to on average look exactly like candidate pool however since we are garbage at ranking people it often looks like the existing powers that be in culture gender and color.
DEI provides impetus to select or at least give additional attention to candidates that otherwise might be overlooked.
To put it simpler if you have to hire 100 people out of 1000 and 10% of your qualified candidate pool is black you likely have 10 qualified black people. DEI means you won't hire 99 white dudes and instead will try to select from the entire population.
The statistical existence of the 10 qualitied black folks means that a diverse selection will on average trade someone from >100 ranking for someone <100 (better) ranking improving fitness.
For smaller sizes a fair selection is more likely to diverge from population and your team of 5 doesn't have to look like a burger king commercial with one of each kind of kid but its on average apt to say fairness improves fitness and I say that as a white dude.
- hn-lurk 2y agoThat makes sense, you are just the right amount of racist when hiring
- michaelmrose 2y agoNo what it means is that instead of hiring bob's friend another white dude and then james that guys best bud you pull some resumes and do some interviews in hopes of not missing out on qualified people.
- hn-lurk 2y agoIssues with nepotism aside, I bet hiring on candidate merit (blind) would require not flexing your racism. You're willing to discard candidates that don't meet the skin color you prefer, that's some heavy stuff.
- michaelmrose 2y agoThere is no blind hiring or objective measurement of merit in most jobs just a biased subjective affair easily given to pre-judgment.
- inglor_cz 2y ago"DEI provides impetus..." DEI also provides an impetus to hire token minorities, even if underqualified, because the DEI team demands results and will label your explanation that you didn't really get your hands on a good black programmer as systemic racism. Or perhaps even your own personal racism. From where I live (Czechia), we still remember old Communist Czechoslovakia. Late stage Communism was all about impressive statistics - on paper. Ticking the important boxes in the form was very important. Of course, the economy collapsed, because the real problems couldn't be papered over by impressive statistics forever. DEI in American context looks similar to that, only America is more free and the corporations are more willing to shed the concept once it proved useless.
- michaelmrose 2y agoDEI in America looks like happy little video trainings about the importance of diversity, a poster, and a person who talks to higher up folks about the importance of hiring qualified candidates of all stripes. It is mostly a soft push in reality in the direction of diversity. Whereas Czechia is very humongous racially and indeed culturally America is only 58% non-hispanic whites. 42% NEARLY half of your qualified candidates are for all jobs are actually non-white. Diversity is far from useless.