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Let’s flip the scenario—- what if you had unconsciously given leadership positions to all men? What internal checkpoint did you give yourself to prevent that from happening? If you aren’t giving yourself a checkpoint to consciously think about and address this bias - then I think we are failing what we need to do for the organization.
I think everybody wants to move to a world where we don’t think about these things. But until we get there, I think we are better off acknowledging and recognizing those differences. Not, as someone earlier said, to “cave” to specific demographic ideas or an idee fixé ratio of what should be there. But being mindful of where you are will help everyone in the long term.
OP- unfortunately there is no great way to operationalize it. Diversity and inclusion are difficult - there isn’t a great “if x, do y” way to operationalize it.
On my own team - we have definitely brought on board many male candidates. But we are also very actively looking for female candidates because there is a severe imbalance in gender representation. We could be doing better with more non white candidates. It’s not “holding out a spot” for someone who fits a demographic- it’s being very careful in thinking through who we need to bring on. If we end up bringing on another male - so be it. The job still has to be done. But it is important to communicate these issues and discuss them at the leadership level and at the team level- everyone should be aware of the discussion and it’s important to have an open conversation about it.
If you are looking for non white candidates - may be a good time to think about your own network. Who are your coachees? Who are you sponsoring? Who are you mentoring? Is that network diverse enough and representative of where you think the organization needs to move in the future?
I think since the latter is not really possible to do for us as humans (based on studies regarding implicit and unconscious biases), a healthy dose of awareness would help us all
I think I’m the latter but not sure if that is correct any more.
E.g. a female junior team member told me that it’s great that all my engagements have female managers running them (from the perspective of role modeling/aspiration). But it wasn’t intentional on my part and didn’t even occur to me until she raised it. I assigned them because of capabilities and attitudinal fit.
Now I’m tripping over myself to figure out if that is best practice or not.
That’s even better!
I think it's better to be aware and make decisions taking into account the awareness. This is equivalent to being aware that our social instincts may have been trained on demographically skewed data, and so our instincts may not be best suited to be used outside the training set.
This is NOT to say that we should be pandering to certain demographic subsets.
I think as a leader you did exactly the right thing and put the best person for the job in place. I think it is up to all of us to build a diverse pipeline in recruiting, development, retention, promotion so that you have a diverse pool of people from which to find the right person for your engagement.
I think intentionality depends on where you personally fall on the affirmative action argument.
Essentially, do you believe that additional conscious weighting needs to be granted to underrepresented groups in order to offset subconscious biases (counter - if we emphasize various underrepresented traits it creates additional bias)
VS
We should be purely meritocratic and everything-blind (counter - perpetuates current power structures/subconscious biases)
Its not an easy position to take, and you should also be aware that there's only so many battles you can fight at once (ie women leaders vs minority leaders etc)
I think that what you did is correct. It is important to staff people strictly based on his or her skills and experience. Just like it is not ethical to pass up a candidate based on race gender etc, we should not be hiring someone based on race gender etc.
A truly unbiased person would be totally oblivious
What if they're oblivious to their bias
I knew this director that would only staff females as well, even though everyone was aware there were more qualified applicants out there.
Wow 3 women oh my god. We gotta bring these women down, they’ve been dominating. Who are all these morons yelling inequality, women belong where they are? Am i right?
Depends on what you’re trying to staff. If you’re looking for HR specialists, there might not be as much of a need to actively think about it because the pool of qualified women is high. If you’re in oil and gas, maybe you should.