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Our company has begun hiring folks from across the US, rather than targeting a few states. At the same time some of us pushed DEI efforts to force the higher ups to recognise growing problems. I’ve seen more BIPOC talent, but that’s not enough.
Hiring is just bringing in more diverse talent, right? But leadership continues bad practices demeaning or simply neglecting this talent, then those hires won’t stay long. That’s the challenge we’re experiencing. Our latest pool of associates is more diverse, but we lost a majority of our BIPOC employees over the last 6 months.
Any smart organization should be looking at this past year as an opportunity to expand their talent pool across a much broader range, both from a geographic and diversity standpoint.
Unfortunately, hiring managers apparently didn’t get the memo and are still falling back on their lazy, old, outdated practices from what I’ve seen.
Not really
I think about this a lot. I don’t see it making a difference as much as I see making parent companies practice affirmative action across more diverse criteria aka age, sex, race, religion etc... In principle I’m in favor of hiring purely based on talent and skills but it’s apparent prejudice and privilege plays a huge role. Hiring within family and friends should also be evaluated more.