{ "media_type": "text", "post_content": "Holy crap, is it common in professional services to openly refer to people as \"diversity hires\"? I mean I went to the same top 20 b school, paid the same $120k, got the same 650+ gmat.", "post_id": "590a19c0cce0de001056f83c", "reply_count": 23, "vote_count": 3, "bowl_id": "552d1d24dc1c586b09d2d051", "bowl_name": "Consulting" }

Holy crap, is it common in professional services to openly refer to people as "diversity hires"? I mean I went to the same top 20 b school, paid the same $120k, got the same 650+ gmat.

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Maybe I'm just overly sensitive to the term but it implies that people were "let in" under a lower standard.

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PwC openly does, not sure about other firms

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As a foreigner, I have a suspicion I was one. God bless though, they are def getting their money's worth.

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Def trying to insult you.

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Making sure people watch out for their blindspots

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I'll be called whatever for their sake of reporting if it means I can be let into hbs or mck on easier standards.

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As a veteran, I think it's funny a lot of places consider veterans as a "diversity and inclusion" group.

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Also, I don't think anyone looks at diversity hires as underqualified. Most of these programs are in place to ensure otherwise qualified candidates are not overlooked simply because they are a minority.

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@B1, trust me, I fully understand the justification for diversity programs. But a few people ask me "are you a diversity hire?" Seems that it implies they think I'm here under lesser standards.

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Sounds like those people are clueless about how ignorant that comes across or passively trying to insult you.

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Insult

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That's the point.

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You got into a top 20 school with only a 650? Wtf?

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Someone specifically or publishing the general stats?

Most of my clients do it as well. Like it or not, HR does track the composition of teams by gender, race, etc. And many organizations will encourage diversity if they see a lack of it.

I guess the term can be interpreted 2 ways. 1) We hired this person because they're "diverse" rather than qualified. 2) We hired this person because they're qualified and race/religion/etc has no bering as proven by our diversity stats which hopefully match the general population or candidate pool or are an improvement from previous years and decades

^Agreed!

I think the gist of these programs are to create a base networking foundation for minorities as most minorities are just beginning to start out in white collar jobs that require some networking or mentorship. These jobs were primarily designated to 1 race and sex and therefore the network generally just fed into their family and friends and created a catch 22 Wall for anyone else. However, this isn't just a purely charitable effort by companies because leaders understand that to be an innovative/creative/adaptable firm it must diversify its line of thought which is cheapest to do by including people of different backgrounds.

Not sure about our firms but I had an admissions director once tell me (verbatim): "The reason we have essays is since if we only had test scores, our classes would be 90% Indian/Asian. This way, we can get more diversity in our class." To me, that's pretty clearly viewing diversity as "lower standards" so assume it may also happen at firms.

If your class is 90% Asian (east or south), then you no longer have diversity.

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