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I’d love to speak with you for 10-20 mins about my LLC and Nonprofit and the work that I’ve been looking to do as it relates to education and diversity.
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“Reflecting on and adopting the use of micro-affirmations would be a positive strategy to prevent microaggressions. Micro-affirmations are small acts that foster inclusion, listening, comfort and support for people who may feel isolated or invisible in their environment. Focus on action, not avoidance – create new good behaviours.”
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“Fuck it I’m going to PDF this bitch"
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Additional Posts in The Safe Zone (for All) to talk Race
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Extreme example to paint the ridiculousness of this question.
E.g. In the 1800’s, asking if slave owners should be concerned about the profitability of their cotton plantations, given slavery was being abolished.
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From the Moderator:
Just want to give context as to why this question was posed tothe group for discussion:
1. This topic/POV/skepticism comes up on virtually every thread on fb and in live convos as companies begin to act. So wanted to give the opportunity to discuss it robustly here in our “safe zone” for both people who are on the Yes side and no side to engage
2. This is in line with the purpose of this group which is to surface these types of qs allowing both sides to learn from and understand each other regardless of if they end up agreeing.
I’m soliciting other questions/topics so please feel free to suggest. I try to post one question/topic to robustly discuss each week
Yes. I am already seeing it. It is anecdotal but I have seen pretty blatant instances of women and POC being promoted ahead of obviously and demonstrably better peers. It hasn’t affected me so I don’t have an axe to grind but I do have to acknowledge the reality.
Really, it’s just a simple matter of incentive. There is a lot of pressure on partners right now to have a diverse team, at by immutable characteristics.
That’s not to say that there isn’t a problem, just that the solution may be add to, instead of alleviate, the problem. There is an inherent risk whenever you trade one inequality for another. The ultimate goal should be for that pendulum to stop swinging. I know some will say that we need to let the pendulum swing the other direction. I just don’t see that as a long term solution that leads to the betterment of our society.
@A1
1. In consulting having seen it on one side of the table or the other for 15+ years now, I have seen very few black people let alone at senior manager and above. If they even get into the company, the retention rate is generally poor.
So I can certainly acknowledge that
2. I don’t know I agree that “merit” is the objective just now. Merit has always been the “should” and was also used to advocate against programs like affirmative action.
Arguing for merit is easy, who doesn’t want the most qualified person operating on them or managing their retirement? - that said, if “merit” is narrowly defined or the metrics are tilted, it can also seem like another barrier.
As for why leadership is mainly white, there are likely a variety of reasons starting with the candidate pipeline.
In tech firms that executive level is certainly shifting and we see many more Indian and Asian executives which also correlates with graduation rates at “target” schools and programs.
Overall this seems to be in large part due to restricted opportunities even before getting into the corporate world. MBA, PHD, and other “international” experiences often operate like guilds. These are also very expensive to obtain, so not coming from means either, I can understand how these be massive barriers to entry.
If the pipeline into the corporate leadership positions and admissions at undergrad and grad programs is already massively filtered towards those of economic privilege, it makes climbing the corporate ladder even more challenging. Economic privilege also has traditionally meant white privilege.
No, they shouldn’t because POC / Women for diversity does not automatically equal nor lead to negative results.
I wish people would stop spreading that false narrative.
No. It's more likely to adversely affect the Asian population (outside of CXO positions, which let's be honest, most of us are never going to be in), assuming the efforts are to more resemble the traditional distribution of US population.
Only if there starts to be tokenism, which isn't fair to anyone.
Examples I've seen that avoid this is using demonstrable data that is likely to be unimpacted by racism (utilization for analysts, feedback scores from other BIPOC compared with white peers, etc). Talking to a number of white folks looking at numbers and they're finding that hiring more BIPOC hasn't fixed an issue with retention (do not know if they've determined the cause of poor retention).
Nah bruh.
Regardless, why worry or focus on it?
If it was going to be an obstacle then I am going to have to work harder regardless.
Regardless of racism, the higher you go up the ranks in your career, the depth of talent just gets deeper. In such a global talent pool, there is no other alternative than to work harder and get better at what you do.
Keyword there is team, the partner level I see is still overwhelmingly white male
No
If you're gonna be concerned you're gonna be concerned. The question is, what do you do with that concern? If your employer wants more women and people of color, that means fewer white guys. So make yourself one of the ones who can't be let go. Improve your skills and learn how to be effective in an increasingly diverse workplace.
It's the same rules as normal applied in a changing workforce. To be an effective leader, you elevate the performance of those around you.