3 ms·
You are focusing on the specific details of the hiring process, and evaluating stuff like DEI in terms of a single hiring outcome. I'm trying to clarify that th
by kiitos 2y ago
You are focusing on the specific details of the hiring process, and evaluating stuff like DEI in terms of a single hiring outcome. I'm trying to clarify that the relevant scope is actually much broader, for example it might be the demographics of the entire engineering org within that company, measured after this updated hiring process has been in place for a year or more.
- Manuel_D 2y agoAgain, deliberately engineering equitable demographics of the entire engineering org is illegal discrimination. Scope is irrelevant. You cannot use protected class as a factor in hiring, not in a single hiring decision nor in the broader scope of an entire org. Lets say you measure the hiring demographics over the span of a year. What then ? Directing your recruiters to prioritize underrepresented candidates is still illegal. It doesn't matter whether the scope is a single hire or an entire org: equality in hiring is mandatory. It's not a question of scope. Equality and equity are not equally valid concepts in hiring. The former is required by law, even if it produces an inequitable outcome. There is no "balance" between respecting candidates civil liberties and achieving your preferred demographic distribution.