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TidalHealth on the Eastern Shore of Maryland is hiring!!
How important is job security to you? Do sign on bonuses and relocation assistance sound appealing? How about tuition assistance and loan repayments? Here at TidalHealth we provide our team with fantastic opportunities to help lift you to new heights. Come work for an organization that values diversity, inclusivity, teamwork, and most importantly you.
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Anyone from Boston Consulting Group Boston Consulting Group (BCG) working in non-consulting - Technology/Engineering/Global Services?
How's the work life balance? Glassdoor reviews are full of "long working hours" and hence wanted to know if it's the same with non-consulting folks as well?
How far is it true across the organisation?
Please help me shed some light to decide.
Thanks.
Anyone joining Citi on 5th dec at Pune location?
Should I have more vodka?
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Working as Project manager, want to upskill myself in DevOps and the cloud. Below is the course offered by Intellipaat & IIT Roorkee looks good to me
Advanced Certification in Cloud Computing & DevOps
https://intellipaat.com/cloud-computing-certification-program-iit-roorkee/
Q1. Your views on this course
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Forgot to turn on cabin pressure....
I can't stop thinking about work.
Can you pay for Invisalign with your HSA?
Counting down to the next one
Should I have more vodka?
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unlock all discussions on Fishbowl.
Lol y'all are really scared 🤣 Quotas make sure we're deliberate instead of passive about diversity. Diversity improves the workplace, and that's proven. You don't have to like it, but decide if you're coming along for the ride or nah.
Not being conscious/deliberate in who the org tends to hire is a sure way to continue with the status quo and a homogeneous workforce.
It's easy to say "fix the root cause", much more difficult to actually do so. The reality of the situation is that in a meritocracy some groups have certain advantages - and there is some social good to be had from inclusion and diversity initiatives to combat this. Some people may get hurt by this, but that exists on the other side of the pond as well.
Anyone else getting tired of this shit, majorities and minorities alike? Just let us work ffs
That emoticon makes me think of "say it, don't spray it"
D2 quotas are threatening...forcing a 50% women quota could mean hiring someone less meritorious only on the basis of their sex. Hire people..sex, color should be non factors.
@EY1 the same can be said of a white male in a specific practice who became a PPED that is totally undeserving and beat out other more qualified candidates of color and sex. It amazes me when specifically white males cry afoul. D&I is not about selecting mediocre ppl from diverse backgrounds. It's about selecting qualified persons from diverse backgrounds. Like someone said, if you are mediocre that is your fault. Don't blame diversity in your failures. That is an easy cop out.
@A1 50% threatens men? Not following your logic here...
I&D initiatives are not designed to advance people who don't deserve it. They are meant to prevent underrepresented groups from being overlooked. Look at factors like imposter syndrome that prevent underrepresented people from self-advocating and you see it becomes a vicious cycle.
If your employer gives a shit about I&D and you don't advance as quickly as you think you should, then maybe you're not the special little flower you thought you were.
Mediocre tears abound. If you are great at what you do you have nothing to fear from diversity and inclusion. If you are mediocre that's your own fault.
In review committee they promoted women and some men's spots were taken away from them purely from a D&I perspective. A PPED in our practice was also promoted but entirely undeserving and everyone knows the white male who got passed over should have gotten it. It sends a bad message. Fix the root cause of the problem don't arbitrarily and artificially put something in place
@A1 - Only the mediocre get replaced but most mediocre people are oblivious to their mediocrity.
Not always true if the goal is 50% woman, then men will undoubtedly feel threatened, especially since they would have to bend requirements a bit to reach all the goals.
I know it goes both ways - my point is precisely that it artificial adjustments or pulling non deserving people forward bc of D&I or because of a good ol boys network or whatever does not help the firm in the long run. Just over past year have directly observed some over corrections. Just bc someone is a white male does not mean they are more privileged - there are socioeconomic, sexual identity, upbringing, geography and tons of other factors. Sick of the privilege argument saying someone's gender or skin color invalidates their opinion under the guise of another under represented gender or skin color deserving being propped up. The arbitrary bias either way needs to stop. People that do the best work in my projects get the most recognition and visibility. Do I also look to make sure I am not biased meaning I may have a diff background or social style than someone? Yes. But patting a D&I candidate that is NOT deserving does not "fix" the root cause. Many PPEDs are super racist and misogynist but love to play lip service by promoting some D&I person instead of actually leveling the playing field for all so deserving D&I people can excel
All I hear 👂🏾 is whining mediocrity. Quit complaining and step your game up, no one is gonna limit competition from other groups of people so that you can remain safely in your bubble. #DiversityDrivesPerformance
So SAT is 2400 max score now. Would love to see the evidence of 230 points being added to minority students' SAT results. And also, as a past educator, I can attest to cultural bias that exists in standardized tests like the SAT. Not an excuse for adding points arbitrarily, however society's faith in the SAT as a test of intelligence or merit is extremely flawed.
The author of that study mentions his data is from communities with large black communities.
Either way, racially biased policy was in effect a generation ago. To think that the after-effects would not still be felt is naive.
CIA involvement in the crack epidemic, Nixon administration admitting the war on drugs targeted blacks, mandatory minimum sentencing disproportionately affecting people of color, people of color being stopped disproportionately and experiencing more police aggression (in the study you cited). These are recent examples of racially biased policy. Sure, maybe they have socioeconomic outcomes, but they were oppressive policies from the get go.
It sucks to be poor no matter what color you are, but you'll probably still have a harder time being colored and poor. I know black accountants who have been stopped in their own cars driving in their own neighborhoods for no reason. I encourage you to speak with your colleagues who are colored and get their perspective.
Assuming there aren't quotas to create an artificial diversity.
HR, is that you ?
Men will not be threatened at all. For some reason even woman doesn't want to work with other woman managers.
EY1, It's best to be a bit more introspective about this sort of thing. Remember that no matter how you personally feel, your company will push forward with these initiatives. Think for a long time about why you're convinced that it's not being done responsibly, and why your firm is doing it anyway. I know lots of mediocrity allowed to pass through to higher levels because of deep privilege, and nothing more. Those folks are currently senior managers, principals and partners, and they create a specific culture in the firm. If you think some unqualified marginalized person is getting through, you must think that the qualifications are much more strict than they actually are. And you're assuming that the same trend doesn't exist for white men.
And on your privilege point, sure, there are lots of people with varying privileges. I'm a very privileged black woman, for instance. This doesn't change the amount that I've been pushed out of opportunities, made to feel like I couldn't fit culturally, and assumed to be an idiot. So yes and no. I face lots of challenges despite my privilege. It's not about not having privilege or quantifying your relative struggles, it's about addressing how folks are *systematically* displaced because of centuries-long oppression and exclusion, and encouraging a malleable culture that willingly accepts people from all backgrounds instead of preferring white men over all.
This preference is often based on invisible metrics and implemented by people who think they're being inclusive but are too stubborn (ahem) to realize the ways in which we subconsciously prefer certain candidates for advancement. A quota is about accountability, and not buying the concept of "good faith" when people like you say they address their bias, despite the fact that it's well known that many people don't realize their biases. Quotas are about having a measurable, actionable goal in inclusion instead of just fluffy sentiment.
I'm here for it. It's happening. Embrace the future of your workplace ¯\_(ツ)_/¯