What $$ incentives do companies have to promote dei?

[Anonymous]

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:OP here. At my old org about three yrs ago prior to dei. I had three openings. I interviewed several candidates for the three roles. I ended up hiring one white person and two black people. I didn't hire them bc they were white or black. I hired them bc they were competent, met my certification requirements and were polished in the interview. I had quite a few choices to hire other people who were white, and one was latino. But i just chose to go with the best. Don't really care what the colour of your skin is.

I just think it's very controlling to have orgs mandate things. Just let us choose the best. candidate. I also think dei and the consequences of not drinking the koolaid seems borderline flirting with neo-marxism.

Nobody is mandating hiring unqualified people.

If you announce a job and only white makes show up to interview you might want to announce jobs in a way that is going to get you more, diverse people to interview to increase your chances of finding highly qualified staff.

Thats it, that’s what diverse hiring is about. It means stop limiting your announcements to low diverse areas.

How do you change a job posting to make white men not apply?

PP, I think you know that nobody is suggesting that. It is not about less white men applying. It is about expanding the pool of applicants so that it includes more people, not less.

[Anonymous]

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:OP here. At my old org about three yrs ago prior to dei. I had three openings. I interviewed several candidates for the three roles. I ended up hiring one white person and two black people. I didn't hire them bc they were white or black. I hired them bc they were competent, met my certification requirements and were polished in the interview. I had quite a few choices to hire other people who were white, and one was latino. But i just chose to go with the best. Don't really care what the colour of your skin is.

I just think it's very controlling to have orgs mandate things. Just let us choose the best. candidate. I also think dei and the consequences of not drinking the koolaid seems borderline flirting with neo-marxism.

Nobody is mandating hiring unqualified people.

If you announce a job and only white makes show up to interview you might want to announce jobs in a way that is going to get you more, diverse people to interview to increase your chances of finding highly qualified staff.

Thats it, that’s what diverse hiring is about. It means stop limiting your announcements to low diverse areas.

What if the job is one that diverse people aren't interested in? If I post an opening for a licensed electrician and only white males show up, is there a pool of diverse people out there with this skillset that was missed?

Yes.

https://www.zippia.com/licensed-electrician-jobs/demographics/

[Anonymous]

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:OP here. At my old org about three yrs ago prior to dei. I had three openings. I interviewed several candidates for the three roles. I ended up hiring one white person and two black people. I didn't hire them bc they were white or black. I hired them bc they were competent, met my certification requirements and were polished in the interview. I had quite a few choices to hire other people who were white, and one was latino. But i just chose to go with the best. Don't really care what the colour of your skin is.

I just think it's very controlling to have orgs mandate things. Just let us choose the best. candidate. I also think dei and the consequences of not drinking the koolaid seems borderline flirting with neo-marxism.

Nobody is mandating hiring unqualified people.

If you announce a job and only white makes show up to interview you might want to announce jobs in a way that is going to get you more, diverse people to interview to increase your chances of finding highly qualified staff.

Thats it, that’s what diverse hiring is about. It means stop limiting your announcements to low diverse areas.

How do you change a job posting to make white men not apply?

PP, I think you know that nobody is suggesting that. It is not about less white men applying. It is about expanding the pool of applicants so that it includes more people, not less.

How would you "expand the pool of applicants" without relaxing the requirements for the position? IE position posted requires 5 years of experience only gets white applicants. So to "expand the applicant pool" it's changed to 2 years of experience. Some people are claiming that now you have "qualified applicants". Others are saying that a diverse candidate with 2-4 years of experience is not necessarily a better candidate than the original white candidates with 5+ years of experience. Yet they are hired anyway for DEI purposes.

[Anonymous]

I mean the obvious financial incentive is that brilliant POC, women, and people with disabilities aren’t going to be interested in going to work at a company where the leadership looks like the U.S. senate. So other companies get the talent and you lose out.

Your corporate reputation suffers and you get left out of some stock offerings.

In your example, though, of ensuring a POC makes it to the top 3? It would be literally impossible for that person to be hired over a better qualified candidate— right? So your complaint isn’t an other diversity per se, just disliking your firms hiring practices?

[Anonymous]

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:OP here. At my old org about three yrs ago prior to dei. I had three openings. I interviewed several candidates for the three roles. I ended up hiring one white person and two black people. I didn't hire them bc they were white or black. I hired them bc they were competent, met my certification requirements and were polished in the interview. I had quite a few choices to hire other people who were white, and one was latino. But i just chose to go with the best. Don't really care what the colour of your skin is.

I just think it's very controlling to have orgs mandate things. Just let us choose the best. candidate. I also think dei and the consequences of not drinking the koolaid seems borderline flirting with neo-marxism.

Nobody is mandating hiring unqualified people.

If you announce a job and only white makes show up to interview you might want to announce jobs in a way that is going to get you more, diverse people to interview to increase your chances of finding highly qualified staff.

Thats it, that’s what diverse hiring is about. It means stop limiting your announcements to low diverse areas.

How do you change a job posting to make white men not apply?

Your recruiting team's job is to announce jobs on many forums to ensure that you get a plethora of qualified candidates. You should actually never interview an unqualified candidate. You should only receive qualified resumes to choose from.

For example, if you go to Harvard/Princeton/Yale and only get white and Asian resumes... that is your problem. Throw in Howard, Moorehouse, Spellman and Bryn Mawr College.

Now you have a diverse group of all qualified candidates.

[Anonymous]

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:OP here. At my old org about three yrs ago prior to dei. I had three openings. I interviewed several candidates for the three roles. I ended up hiring one white person and two black people. I didn't hire them bc they were white or black. I hired them bc they were competent, met my certification requirements and were polished in the interview. I had quite a few choices to hire other people who were white, and one was latino. But i just chose to go with the best. Don't really care what the colour of your skin is.

I just think it's very controlling to have orgs mandate things. Just let us choose the best. candidate. I also think dei and the consequences of not drinking the koolaid seems borderline flirting with neo-marxism.

Nobody is mandating hiring unqualified people.

If you announce a job and only white makes show up to interview you might want to announce jobs in a way that is going to get you more, diverse people to interview to increase your chances of finding highly qualified staff.

Thats it, that’s what diverse hiring is about. It means stop limiting your announcements to low diverse areas.

What if the job is one that diverse people aren't interested in? If I post an opening for a licensed electrician and only white males show up, is there a pool of diverse people out there with this skillset that was missed?

That has 2 elements of lacking diversity. One... electricians don't want to mentor women, hence you have a smaller pool of women. If you only go to the VFW to find your electrician, you will likely not find a women candidate.

If you send your job announcement to Set up Construction, or Apex Technical School who recruit women you will get women candidates. You could even do a recruiting visit to women technical programs, build a relationship.

that is the job or your HR.

[Anonymous]

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:OP here. At my old org about three yrs ago prior to dei. I had three openings. I interviewed several candidates for the three roles. I ended up hiring one white person and two black people. I didn't hire them bc they were white or black. I hired them bc they were competent, met my certification requirements and were polished in the interview. I had quite a few choices to hire other people who were white, and one was latino. But i just chose to go with the best. Don't really care what the colour of your skin is.

I just think it's very controlling to have orgs mandate things. Just let us choose the best. candidate. I also think dei and the consequences of not drinking the koolaid seems borderline flirting with neo-marxism.

Nobody is mandating hiring unqualified people.

If you announce a job and only white makes show up to interview you might want to announce jobs in a way that is going to get you more, diverse people to interview to increase your chances of finding highly qualified staff.

Thats it, that’s what diverse hiring is about. It means stop limiting your announcements to low diverse areas.

How do you change a job posting to make white men not apply?

PP, I think you know that nobody is suggesting that. It is not about less white men applying. It is about expanding the pool of applicants so that it includes more people, not less.

How would you "expand the pool of applicants" without relaxing the requirements for the position? IE position posted requires 5 years of experience only gets white applicants. So to "expand the applicant pool" it's changed to 2 years of experience. Some people are claiming that now you have "qualified applicants". Others are saying that a diverse candidate with 2-4 years of experience is not necessarily a better candidate than the original white candidates with 5+ years of experience. Yet they are hired anyway for DEI purposes.

How are you so wildly inept?

[Anonymous]

I mean the obvious financial incentive is that brilliant POC, women, and people with disabilities aren’t going to be interested in going to work at a company where the leadership looks like the U.S. senate. So other companies get the talent and you lose out.

Yes, but smart, talented people (regardless of skin color, body parts, or disabilities) are not going to want to work for a company that regularly hires sub-optimal candidates, either.

[Anonymous]

It's legalized racism.

DEI is such a joke. It is now a cottage industry. They have to make sure there's always something new terms of diversity in order to justify their 6 figure salaries for their director of diversity and inclusion roles.

All it does in the end is water down talent, promote people who are unqualified or under qualified, and stoke tons of resentment because all you're doing is creating factions of people and tribes based on their race.

DEI is so toxic.

[Anonymous]

Anonymous wrote:The incentive they have is that research shows that better diversity = better performance and profits.

Ha, ask Google how it has been doing ever since their disaster of a rollout with AI. The company is overrun with DEI warriors to the point that the company is becoming unmanageable and leaderless.

Kinda hard to develop products when you now need input from 25 DEI working groups that all combat each other since you've balkanized your talent based on race or whatever perceived oppressed group they belong to.

[Anonymous]

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:OP here. At my old org about three yrs ago prior to dei. I had three openings. I interviewed several candidates for the three roles. I ended up hiring one white person and two black people. I didn't hire them bc they were white or black. I hired them bc they were competent, met my certification requirements and were polished in the interview. I had quite a few choices to hire other people who were white, and one was latino. But i just chose to go with the best. Don't really care what the colour of your skin is.

I just think it's very controlling to have orgs mandate things. Just let us choose the best. candidate. I also think dei and the consequences of not drinking the koolaid seems borderline flirting with neo-marxism.

Nobody is mandating hiring unqualified people.

If you announce a job and only white makes show up to interview you might want to announce jobs in a way that is going to get you more, diverse people to interview to increase your chances of finding highly qualified staff.

Thats it, that’s what diverse hiring is about. It means stop limiting your announcements to low diverse areas.

What if the job is one that diverse people aren't interested in? If I post an opening for a licensed electrician and only white males show up, is there a pool of diverse people out there with this skillset that was missed?

That has 2 elements of lacking diversity. One... electricians don't want to mentor women, hence you have a smaller pool of women. If you only go to the VFW to find your electrician, you will likely not find a women candidate.

If you send your job announcement to Set up Construction, or Apex Technical School who recruit women you will get women candidates. You could even do a recruiting visit to women technical programs, build a relationship.

that is the job or your HR.

When you need your house rewired, do you make sure to hire a woman electrician of color only?

[Anonymous]

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:OP here. At my old org about three yrs ago prior to dei. I had three openings. I interviewed several candidates for the three roles. I ended up hiring one white person and two black people. I didn't hire them bc they were white or black. I hired them bc they were competent, met my certification requirements and were polished in the interview. I had quite a few choices to hire other people who were white, and one was latino. But i just chose to go with the best. Don't really care what the colour of your skin is.

I just think it's very controlling to have orgs mandate things. Just let us choose the best. candidate. I also think dei and the consequences of not drinking the koolaid seems borderline flirting with neo-marxism.

Nobody is mandating hiring unqualified people.

If you announce a job and only white makes show up to interview you might want to announce jobs in a way that is going to get you more, diverse people to interview to increase your chances of finding highly qualified staff.

Thats it, that’s what diverse hiring is about. It means stop limiting your announcements to low diverse areas.

How do you change a job posting to make white men not apply?

PP, I think you know that nobody is suggesting that. It is not about less white men applying. It is about expanding the pool of applicants so that it includes more people, not less.

How would you "expand the pool of applicants" without relaxing the requirements for the position? IE position posted requires 5 years of experience only gets white applicants. So to "expand the applicant pool" it's changed to 2 years of experience. Some people are claiming that now you have "qualified applicants". Others are saying that a diverse candidate with 2-4 years of experience is not necessarily a better candidate than the original white candidates with 5+ years of experience. Yet they are hired anyway for DEI purposes.

1. You would be more intentional about where you post the job announcement, thinking through the forums that would be likely to reach different applicants.
2. You think carefully about the wording in your job posting to make sure it is actually tailored to the skills/experience necessary to be successful in the role, and carefully reviewing for signaling.
3. You encourage people already in the organization to attend college fairs and industry events, talking about the industry and what is good about it. Generating more interest/awareness in the field at the younger ages naturally increases the pool over time.

[Anonymous]

Some clients score proposals based on women and minorities in leadership.

[Anonymous]

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:OP here. At my old org about three yrs ago prior to dei. I had three openings. I interviewed several candidates for the three roles. I ended up hiring one white person and two black people. I didn't hire them bc they were white or black. I hired them bc they were competent, met my certification requirements and were polished in the interview. I had quite a few choices to hire other people who were white, and one was latino. But i just chose to go with the best. Don't really care what the colour of your skin is.

I just think it's very controlling to have orgs mandate things. Just let us choose the best. candidate. I also think dei and the consequences of not drinking the koolaid seems borderline flirting with neo-marxism.

Nobody is mandating hiring unqualified people.

If you announce a job and only white makes show up to interview you might want to announce jobs in a way that is going to get you more, diverse people to interview to increase your chances of finding highly qualified staff.

Thats it, that’s what diverse hiring is about. It means stop limiting your announcements to low diverse areas.

What if the job is one that diverse people aren't interested in? If I post an opening for a licensed electrician and only white males show up, is there a pool of diverse people out there with this skillset that was missed?

That has 2 elements of lacking diversity. One... electricians don't want to mentor women, hence you have a smaller pool of women. If you only go to the VFW to find your electrician, you will likely not find a women candidate.

If you send your job announcement to Set up Construction, or Apex Technical School who recruit women you will get women candidates. You could even do a recruiting visit to women technical programs, build a relationship.

that is the job or your HR.

When you need your house rewired, do you make sure to hire a woman electrician of color only?

Not PP, but no. And just so we're clear, this is an abrupt change from the chain you are quoting, which is about an entirely different thing- how companies can increase the pool and why that is an aggregate good for the firm, industry, and society.

An individual consumer choice is irrelevant.

[Anonymous]

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:OP here. At my old org about three yrs ago prior to dei. I had three openings. I interviewed several candidates for the three roles. I ended up hiring one white person and two black people. I didn't hire them bc they were white or black. I hired them bc they were competent, met my certification requirements and were polished in the interview. I had quite a few choices to hire other people who were white, and one was latino. But i just chose to go with the best. Don't really care what the colour of your skin is.

I just think it's very controlling to have orgs mandate things. Just let us choose the best. candidate. I also think dei and the consequences of not drinking the koolaid seems borderline flirting with neo-marxism.

Nobody is mandating hiring unqualified people.

If you announce a job and only white makes show up to interview you might want to announce jobs in a way that is going to get you more, diverse people to interview to increase your chances of finding highly qualified staff.

Thats it, that’s what diverse hiring is about. It means stop limiting your announcements to low diverse areas.

What if the job is one that diverse people aren't interested in? If I post an opening for a licensed electrician and only white males show up, is there a pool of diverse people out there with this skillset that was missed?

That has 2 elements of lacking diversity. One... electricians don't want to mentor women, hence you have a smaller pool of women. If you only go to the VFW to find your electrician, you will likely not find a women candidate.

If you send your job announcement to Set up Construction, or Apex Technical School who recruit women you will get women candidates. You could even do a recruiting visit to women technical programs, build a relationship.

that is the job or your HR.

When you need your house rewired, do you make sure to hire a woman electrician of color only?

If I'm rewiring multiple commercial building across multiple cities I make sure I have the best most reliable electricians so I will recruit from all over.

Admit it, you just ask your neighbor for a name and you use that guy... you've never looked at their resume, done a background check or even interviewed more than 1 person.