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TidalHealth is hiring!!! Are you looking to advance your career to new heights? Perhaps you are looking to finally start a rewarding lifelong career? 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!!
Please review all of our open positions at www.tidalhealthcareers.org/jobs/search
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What is EY India associate consultant salaries?
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You will never ever optimize outputs for every dimension within any single population segment. This is utter madness
I’d also keep in mind that it takes time to reach partner. Some of this is a result of making changes on diversity and Inclusion but you won’t see the benefits of a diverse senior class being partner for 8-10 years. Hence why inclusion is so important so people don’t fall off before they get to the top.
This is spot on
Personally, it is grounds for questioning.
Logistically, did you win more work than the people promoted?
EY is actively promoting women just 10-11 years in because they want to balance the skewed ratio now. I get why they are doing it. But some of those they are promoting don’t even deserve to be in the pot. My point is if us in the junior ranks look around and see the majority (we are in the west coast, where this just happens to be the case) look like us and talk like us and very active east and South Asian senior managers who have solid accounts with repeated revenue streams (assurance) get told they need to wait a little longer just because white women need to be brought in from various cities and promoted, that seems unfair. I totally appreciate why women are being promoted but it’s coming at the cost of senior managers I look up to and are thrown to the wayside. Partners seem to care but there is also a NY bias where our leaders only want to fill national positions with NY folks, who are struggling with revenue growth.
The goal of a diversity initiative is to expand applicant pools to the extent they become a representative sample of the general population. The reason we sample from the general population and not the qualified population is because the latter demographic distribution has been presumably tainted by past biases in the recruiting process. We can argue whether we should sample from an hypothetical applicant population where we subjectively customize the demographic distribution but personally I believe this would be unethical to do and I'd be happy to share why if you're interested.
We cannot use the outcome of hiring to determine the success of our initiative because if we apply the same filter, or standard, to each applicant (which I believe is the only ethical approach), it is entirely possible that the demographic distribution our hiring class does not match that of the applicant pool. Given that that's the case, this isn't sufficient evidence to say our initiative was a "scam".
Looking at the root cause of this may help: lack of work flexibility and support when women have children and try to come back to work make them leave consulting. It doesn’t have to be this way. This is the 21st century. A lot of work can be done remotely without being onsite Monday - Thursday week after week.
Seriously? EY has some of the best parental benefits of any company...
There is bias that occurs from the moment they look at your resume, through speaking with you the phone, interviewing you in person, and all throughout your career. Diversity is something corporations have to “promote” in order to continue to attract and retain the best talent. When I say promote I don’t mean strictly adhere to. You can’t overcome biases of individual people with a corporate initiative. These biases are long-standing, deep, and cultural. We ALL have biases
There's a reason very hot white women are more successful medical sales reps. Maybe the client is more likely to buy from a certain type. Is that an internal issue or an external one?
Men make up 96% of the PPEDs in my slice of Advisory. Just 4% are women. The LT are well aware & there are twice monthly sessions to brainstorm ways to make things more equitable. Who knows how far we’ll get, but this thread is a good reminder to expand our focus beyond just Male vs Female.
I have referred 9 people of color ! 2 are currently going through the interview process but none of the have gotten a job. One thing in common ... they are all black!
Maybe some ... not all!