{ "media_type": "text", "post_content": "ClearView is not just super white, it’s super northeastern white. Can we just have some diversity please — the bar is so low rn", "post_id": "62685dbb8d6599002bafea29", "reply_count": 21, "vote_count": 5, "bowl_id": "5e8b9b700d224c00229f3476", "bowl_name": "ClearView Healthcare Partners", "feed_type": "bowl" }

ClearView is not just super white, it’s super northeastern white. Can we just have some diversity please — the bar is so low rn

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But also, kinda agree with this, at least for the Boston office. Can't say I am able to relate to going to my family's beach house in the cape every summer 😂.


It’s definitely a fair point that we could improve on diversity, but doesn’t the original post kind of serve the exact opposite purpose?


Hold on, are we saying it’s the people calling out diversity problems who are the problem? 🤡


I think we see more eye to eye than you think.

Practically, there will always be people in an organization who feel less at home than their peers. That said, I agree there needs to be an OVERT effort to ensure inclusion, that ClearView hasn’t sufficiently achieved, but has grown dramatically over the past couple years.

I will maintain that posting fishbowl comments like the above does more to harm inclusion efforts than help. I disagree with your assessment that leadership only views inclusion as a “nice to have”. I do believe they value it, but are still learning what needs to be done to ensure inclusion and that there is a difference between an understood inclusion and an overt inclusion. Having more diverse candidates will help to elucidate places where more overt inclusion practices are needed. Deterring candidates from a more diverse background from joining ClearView with these comments is ultimately counterproductive.


Maybe encourage people to then NOT leave comments that the only way to get promoted is to be a white male…

By all means, also join DE&I and recruiting and be a voice to help improve that!


Highly disagree with this idea of encouraging people to not leave negative comments on an anonymous public forum — that’s something neither you or I can control. The better question to ask is why are people so bitter that they would leave such comments, and are there trends within those dissatisfied people (e.g., POC, female, etc)?

There is a lot of research showing that the #1 indicator of team performance is psychological safety — people being able to express their full selves and their opinions at work without judgement or negative outcomes. This trust does not exist at ClearView, especially for POCs because from day 1 we are outsiders to convos about visiting the Cape, skiing in aspen, golfing at New England country clubs, fly fishing in Alaska (It’s also all such a meme that y’all go to the exact same vacation spots and do the same things for fun, like please be a little creative and actually go see the world). There’s also the case of most POC leadership having no apparent cultural traits — are you telling me this is a coincidence, or did the people who talk/eat/sit like white folks just get favored in promotions?

Also, I have been involved in DE&I and recruiting. Maybe throwing diversity lectures on overbooked schedules, hiring external consultants to tell us we have a diversity problem, and continuously going in circles denying and re-diagnosing race issues are all behaviors that need to change. FFS we didn’t even have a woman leader until 2022.

The solution to diversity is to recognize internal biases, create a culture of comfort, change mindsets about promotions, and hiring more POC. We don’t need more committees to engineer and think tank this shit, just need to follow through and implement


I would say the issue is not only color of skin. There are people of color getting promoted but they all fit in the culture that is not diverse at all and not creating true diversity


That’s really helpful and agree that an accent shouldn’t be something deserving of criticism.

I recognize for non-native English speakers, it can be harder to promote a perception of content mastery as well as clear communication capabilities. As a PL, what are things that I could do that would meaningfully move the needle for your experience? Is it more prep time to help nuance the delivery? Is it consistently positioning you as the person to present material? Are there things I can proactively communicate to LT?

How can I best be an advocate?

I’ve heard of several cases of overt bias against consultants of foreign origin by limiting their client-facing opportunities due to their accent. This rationale was put in writing on performance reviews (like WTH!!) - talk about being out of touch with the times


Totally true. Thinking of the fact that even some clients have accent, so CV is going to choose discriminating its foreign origin consultants or not based on if client has diversity ?? Insane


We absolutely need more old wooden ships at ClearView


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