{ "media_type": "text", "post_content": "I have a bit of a dilemma and need some advice. My manager pushes really hard to recruit and hire only minority candidates. While I'm all for diversity, it feels unethical to exclude other qualified candidates just because they are a particular race and gender (white males). I've had to pass over a few candidates that were WAY more qualified and in my opinion would have made a much better fit. I don't know if there's anything I can or should do.", "post_id": "62825b3ef716060037224cbe", "reply_count": 7, "vote_count": 0, "bowl_id": "5682e6afd55b9e0f00fce669", "bowl_name": "Human Resources", "feed_type": "crowd" }
null

I have a bit of a dilemma and need some advice. My manager pushes really hard to recruit and hire only minority candidates. While I'm all for diversity, it feels unethical to exclude other qualified candidates just because they are a particular race and gender (white males). I've had to pass over a few candidates that were WAY more qualified and in my opinion would have made a much better fit. I don't know if there's anything I can or should do.

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One - umm yes, that is unethical and you can’t hire people based on a protected characteristic. DEI is about diversity, EQUITY, and inclusion. The goal is to have equitable experiences not to tokenism underrepresented people.

What I would encourage you to do is look at culture adds vs culture fits. Additionally, based on your description this seems like a really narrow lens of “diversity”… I’ve seen a lot of hiring managers get so focused on diversifying their team, they hone in on one element diversity and miss intersections and dimensions of diversity.

Do you have anyone working/leading DEI work in your company? Or are you equipped to facilitate this conversation? This sounds like a bigger issue of missing key foundations to DEI vs a one-off experience…

likehelpful

Thanks for your response. We don't have a DEI, and I'm not even sure how or where to begin. Any advice on that front?

This is a really hard topic. If I was in the position of hiring people, my goal would be to have a diverse team including white males and also including older people, younger people, gender diversity, people with disabilities as well as women and people of color.

like

This is what I envision as well, but it seems my manager doesn't see things the same way.

If your team is currently all or mostly made up of white males who are already qualified, then I understand where your manager is coming from. While it may be frustrating to pass up on people who are qualified, just look a bit harder and see if you can find diverse applicants who are just as qualified. If your office is already fairly full of diverse and qualified employees, then it seems like a waste of time.

like

Search Balance Slate and recommend something like that to your manager.

like

I tend to break it into active sourcing and reactive sourcing.
Active - Using Boolean strings that focus on diverse talent pools
Reactive - Applicants that apply to our job postings
I’ll include candidates from both at the end of the day but use my own sourcing time on select areas.

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