Reply to What $$ incentives do companies have to promote dei?

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[quote=Anonymous][quote=Anonymous][quote=Anonymous][quote=Anonymous][quote=Anonymous][quote=Anonymous]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. [/quote]

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.[/quote]

How do you change a job posting to make white men not apply?[/quote]
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.[/quote]

[b]How would you "expand the pool of applicants" without relaxing the requirements for the position? [/b]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. [/quote]

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.
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