{ "media_type": "text", "post_content": "Inclusiveness vs diversity: I think internally, inclusiveness is extremely important, and advantageous to a firm. Recruiting efforts however, should be race/creed/color/protected party agnostic. ", "post_id": "5a848efcd21e1e00180b2132", "reply_count": 11, "vote_count": 3, "bowl_id": "552d1d24dc1c586b09d2d051", "bowl_name": "Consulting", "feed_type": "crowd" }

Inclusiveness vs diversity: I think internally, inclusiveness is extremely important, and advantageous to a firm. Recruiting efforts however, should be race/creed/color/protected party agnostic.

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Just say you don't want black, Latinx, etc ppl in your company.

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The problem with that, OP, is that our society is not a meritocracy. The types of people set up well for consulting often come from similar backgrounds and have had life-long advantages. So when you say “I just want the best people,” what you’re really saying is, “I just want the people whose parents had the leisure time to read to them when they were kids and who lived in areas with good schools and who had the money for test prep courses and who could afford going to the best universities,” and so on. Our society is not a meritocracy. But we should try damn hard to make it one.

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D1 nailed it. I am a first-generation minority immigrant woman in FS. Very hard to get an MBB interview.

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A1: if you mean to say me, as if I was a leader in my firm, I'm in one of those groups you mentioned. The point here is that background shouldn't matter. Proficiency and professionalism should. D1: fair point but not a valid excuse for candidates who don't fit that mold either. I'm a consultant and I'm also a minority and have never had "life long advantages" yet I managed to start a career here. This isn't about acknowledging that the path is harder for some than it is for others. I think we all know that. It's about not lowering the bar, and about hiring talent irrespective of shady HR goals such as meeting certain quotas of "sub groups" just to appear "diverse".

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D1 I’d like to correct you there, you have examples of consultants coming from Eastern Europe and India who grew up not having the resources, opportunities and assistances that a child born in America would have. Still through persistence and hard work they made it. It’s not about having a parent reading you books, sometimes is about taking the leap to reach out for the book and read it yourself.

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(2/2) if your top 10 candidates are white, black, or yellow, so be it. Don't force "diversity" for the sake of it. Hire talent you need. Period.

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I see. Well, you should recognize that the "hire talent" and "diversity of thought" is often a cop out to excuse the racial and gender homogeneity rampant across "elite" companies.

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It can be both a cop out, and a true statement depending on the author A1. I think saying all pro talent first type statements are cop outs for maintaining the old boy culture is lazy and careless. It may hold true in certain instances but that doesn't mean dropping the bar, and/or targeting minorities for the wrong reasons is the right answer, or the lesser of two evils for that matter.

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A2, You’re misrepresenting my argument. I didn’t say hard work is meaningless, or that it’s impossible to beat the odds. I’m saying that it’s hard to win the lottery, not that the lottery is unwinnable. The fact that you made it is OUTSTANDING, but it’s no argument against my points about the prevailing conditions.

D1 I was just refuting your statement about all people in consulting being from similar backgrounds which assume that a good part of the consulting workforce went to good schools and had the other privileges you project in your post.

Most of the people from India are the privileged. It’s a country of 1 billion. The top 1% of the people in terms of social class make up 10 million people and is have to say 90% of the people in consulting are in that 1%. While it is true that some people come from really tough backgrounds, they often had to work much harder to get here, and once they get here have to work much harder to get to the same place as someone from a more privileged background.

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