Genuine question / thought on racism: white men pick white men for jobs, teams, etc. because they likely have more things in common with them (based on similar culture and in-groups). Is that racism (I.e. hatred of another group because of race or thinking your race is superior). To me, this is a huge problem but it’s not necessarily racism. It’s more of selecting someone because you’re more likely to have something in common with them which will make working with them more pleasurable.

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Yes, it’s the same reason Indian people like being around Indian people, Asians around Asians, and blacks around black people.

We live in a 70% white country, maybe less since people started throwing Latino/Hispanic as white. But it’s normal.

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Uh, literally people do this regardless of that.

Humans by their nature are tribal. Human societies have evolved this way via tribe or klan. This isn’t much different than how people give preference to members of their family.

People value and connect via shared experiences and that builds bonds and friendship. A friend will help another friend do everything from move to getting a job.

This can lead to favortism and nepotism for sure but that doesn’t mean it is inherently racist. I see this in the workplace across race and culture be it from Indian states like Gujarat or Punjab to Chinese regions, etc. I also see it beyond race if people were Marines or went to one of the service academies and this comes from a shared fraternity they have in common.

This can certainly be racist but it isn’t typically or inherently racist.

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This is exactly why I think it’s more complex then simply labeling something as racist. Obviously we should scrutinize our actions because there is clearly systemic racism, but I don’t think we should be so quick to label an action as racist either.

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A white friend once said to me he feels more comfortable choosing the white or asian person because he’s concerned the black or Latino person is there because of greatly increased points (affirmative action) rather than their merit. I don’t agree with this friend of mine, but I just wanted to put that piece of the equation out there.

D4, not saying you don’t have a point, but for the sake of accuracy, the total percent of Harvard undergrad that is legacy of any kind is 14%. For Stanford it’s about 18.5%.

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A lot of 'systemic racism' evangelists are going to be very excited to do their part when see they were passed over for promotion for people equally or less qualified solely due to hitting numbers for skin color, not quality of work or merit.

In consulting, that would hardly cut it and you know it. You won’t make it anywhere in consulting unless you sell work, build relationships, or build effective teams. Maybe instead of comparing other people’s successes you look inward as to why you weren’t promoted? I’m telling you in advance since you seem so concerned about an unknown future.

I used to work in HR consulting. My clients (representing the HR departments of mid-sized and large national employers) were almost exclusively female. The CFOs/CEOs, almost exclusively white males.

Our consulting teams were almost a mirror image of our clients; 90% female. And our equivalent of an MD (who managed the CFO/CEO relationships) were all white males.

I asked my manager about this and confirmed the staffing structure was somewhat intentional. That we were in a sales and relationship business and people at all client levels tend to prefer to work with people they can relate to and have similar experiences. Finding good people who could do the work wasn’t all that challenging...getting the client to hire us to do the work was. So, we hired mostly women in our client facing consulting roles. I worked for two firms in this industry (and was exposed to a dozen more) and the pattern was the same.

Just throwing it out here as an example of how this goes both ways and shows up in other client facing/relationship businesses.

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