0 new Black Partners in a class of 100+ new Deloitte Partners..
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This is the end result of biased hiring, promoting, and retaining practices at Deloitte. Many minorities (myself included) leave at junior levels because the discrimination is bad enough but the hypocrisy surrounding D&I is suffocating. As a result, we have a tiny pool of BIPOC candidates still left at SM levels to recruit PPMDs from
Pwc1 Systemic racism is the reason why there isn’t a large enough pool such that someone can meet the threshold as Consultant 1 has pointed out. When literally the entire world participates in systemic racism (whether intentionally or not), it would be quite amazing if one company was able to be completely free of it - especially if said company has no outcomes that show it is indeed free of it.
The systems and policies are not specific to Deloitte or any other company - it is the interlocking effect of systems and policies in the wider world. Any policy to “stifle the growth” would be Jim Crow racist - and I like to believe we are all past that. But unless there are policies to specifically correct for the racism inherited from the wider world, the company cannot claim to be free of systemic racism, since it is perpetuating the problem already present. There is plenty of literature to explain this, and my two cents aren’t going to cast any especial light. I found the book White Fragility to be very helpful in understanding what is systemic racism and how we all participate in it consciously or unconsciously.
It’s possible that none met the threshold but to just basically say systemic racism is inherently the cause is really jumping the gun.
PWC1 - It’s also just bad business to not find ways to improve diversity in your leadership. If people got into top tier firms, it logically follows that with the right supports most of them would be able to succeed and want to stay. Check out this (and the many other) extensive research reports on the benefits that diversity brings top teams, such as reducing group think. https://www.mckinsey.com/business-functions/organization/our-insights/why-diversity-matters
I’m at an MBB firm and a Black woman. About to quit because the rhetoric vs reality on diversity and inclusion is so different it’s suffocating. I’m sure the pool of candidates at senior level is very limited. But these firms really need to ask themselves why women and some minorities leave at a higher rate. I’ve tried having internal conversations on systemic issues and they never go particularly well for me, so not putting my energy into trying to change that anymore.
I’m sorry to hear. Might I ask which industries you feel are 20 years ahead to learn?
I’ve had the view that things seem better here than in many corporations, especially when you adjust to compare entry-level consulting to the snr/manager roles and senior partnership to exec suites.
Chief
Who do you think deserved it but missed out?
See C1's comment below