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Hi everyone! I am hired as an Analyst - Data Science, and my joining date is 29th July. What can I expect from the role? Also will I have to go to office everyday? American Express
PS- If anyone else is joining on or around the same date, I would love to connect and talk more about it :)
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As a white dude my opinion probably matters least of all, but I think it’s fine. If they do this and get great candidates, that’s awesome. If they end up not getting great candidates, then I assume they’ll open up to everyone else to fill the roles eventually.
No idea what the legal implications might be, but that’s for someone else to worry about.
If that isn’t discrimination, I don’t know what is. Replace BIPOC with “white” or “young” or “male” and how does it feel? If we start hiring by racial/ethnic/gender category, how far have we come from Jim Crow and “married women need not apply”?
Chief
I see it as a sign that this particular company didnt care enough about diversity until this year and is now scrambling to fill those roles.
Onto the next one.
Nothing changes unless you make a proactive effort.
Chief
My reaction is, “so that’s how it feels, I guess it’s someone else’s time to shine.” And then I move on to the next listing.
This is 100% illegal. There is no moral area. Make the post and just hire a BPOC. Don’t break the law.
This maybe sounds bad..I'm team B.
Nothing is stopping BIPOC from applying and if they are the best candidate then they should be hired. No one wants to be a trophy based on their identity.
If the agency is wanting a BIPOC (hope they're intention is pure) there are resources where they can find them. Recruiters job is to look for people, make sure the have a wide range, and present said candidates. Go the extra mile and actually look for them.
End of the day the best candidate should win. Regardless.
I’ve seen a little nepotism in my 20 yrs. definitely seen some bad hires. Never seen someone get hired and then stick around who couldn’t handle the creative requirements. Whatever your background, if you can’t hang, you usually get found out. You don’t have to go to ad school to be able to write ads. Most of us aren’t as smart as we think we are. Give more people a shot.
Rising Star
I am pretty sure this is illegal, unless they can prove that the role cannot be done by someone that is not BIPOC.
I made a suggestion regarding a possible new hire. Manager said, “looking for someone skewing younger.” I am still sickened that this was actually said to me in a meeting with other direct reports.
That is ALSO illegal.
Agree with A.
B might be illegal though I'm not an expert.
I’m in c. Good for them for seeking this out. They should do this. But it’s def illegal to say it and they probably should have not said it for that reason alone.
Man, this is complicated. So much to dig through.
A) I'm totally cool with BIPOC job listings.
B) Posting senior BIPOC job listings feels like it's kind of missing the point, just a tiny bit. Yes, there are mid-level BIPOC, but statistically, very few of them.
C) The industry needs to figure out how to get BIPOC into the industry in the first place! We can't just skip that step and go right to expecting there to be tons of BIPOC senior creatives.
D) That means rethinking how we hire, what we expect from juniors. The ad school model has weighted the industry even more toward the affluent population, how can we open up opportunities for people who can't afford to go that route.
E) Just for the record, I'm cool with over-correcting because it's long overdue. I just get pissed when agencies think they can leapfrog past the hard work of finding and developing new talent and expect there to be a big pool BIPOC talent to promote to CD level.
This is tricky but maybe they’re approaching it as a way to get point of views from people they’re marketing to. I’m sure we’ve all seen work that was tone deaf/missed the mark/downright offensive since it was obviously done by non BIPOC but meant for BIPOC.
Rising Star
I recently created some.
I’m on Team A. You can’t properly go the approach of “hiring the best candidate” because often those best candidates got more opportunities to succeed. At the same I could be wrong about this. But it wouldn’t enable me to consider B like ever.
My perspective is that agencies should absolutely be aggressive in recruiting BIPOC during ten recruiting stage. But hire based on the best candidate overall.
They don’t need to be aggressive to recruit white guys with beards. But they can apply too
“BIPOC candidates encouraged to apply” is the wording legal has advised us to use to signal the intent without being in violation of US employment discrimination laws
Maybe agencies should become 95% female BIPOC, then aging male WASPs will be really sort after and actually quiet for a change.
I still believe this business insofar as hiring is concerned should be a meritocracy. I am a staunch believer in diversity and equal opportunity for everyone. I just so happen to believe that those “everyone’s” should be the best in the available talent pool. It is the only way to make your agency as superb as it can be.
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White dude here - B sounds like white fragility.
I think it’s fine. It does send a message that the best candidate isn’t necessarily their priority (if they land killer talent, that’s awesome though!) Having the right face/mix is far more important to them. Rightly or wrongly it will support more diversity and that’s a good thing. I’d like to hire people without knowing their age/sex/ethnicity or sexual persuasion but it’s near impossible not to find out. Not sure how I’d feel about having to hire a candidate based on the color of their skin over someone better qualified. I think I’d have mixed emotions. Anyway, these are the times we are living in.