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Made it to Delta Silver 🤟
Hi All! I am all set to join Infosys from 10th October as a Senior Consultant and they have given us an option of in person or virtual onboarding. With Wipro and TCS incorporating a hybrid model, is there any news that Infosys may also do the same?
My HR had given an option of permanent wfh during recruitment, can anyone currently working at Infosys shed some light on this please!! Infosys
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I've worked at the same engineering firm for 4 years. I'm currently making $161k with only a $750 bonus, but excellent vacation (4 weeks, cash out anytime, rolls over indefinitely), 45 hours a week. I have an interview with a recruiter at Guidehouse this week for a Technical Project Manager role. It seems to be focused in the government space and requires a security clearance. What sort of salary and benefits could I expect for this sort of role at Guidehouse?
Anyone at Deloitte know how to view utilization?
How is everyone planning for potential layoffs?
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This is a pointless debate because a 50-50 rule does not exist so the premise is just wrong. OP, you could have realized this yourself by looking at your starting cohort and noting that it includes more males than females (unless you’re at a boutique - males outnumber females at all major consultancies)
To chime in with M2, experience and gender shouldn't preclude OP from participating in the discussion. I would expect women in leadership here to give OP and others solid understanding and reasoning so he can walk away with appreciation for womens challenges.
Do you actually expect him to support womens initiatives after telling him to sit down and shut up?
As a trans man, I found that people were constantly giving me the benefit of the doubt and opportunities to shine as a woman, which I took as the norm. Transitioning has shown me that men are basically given no support and we live in a sink or swim environment. My lived experience does not match with any of the stereotypes I was told to expect, and the lack of support I found as a man has made this job really hard
Bcg4 there are already documentaries on FTM experiences, fyi. They echo what BCG3 shared. I have yet to hear a FTM trans person talk about how they were showered with privilege after transitioning
ATK2. One thing I don’t understand is that since all the latest data shows women outperforming men in scholastic achievement, in grade school and in university. Where exactly are the headwinds they are facing? Doesn’t make much sense.
Atk3. You’ve made some really interesting assumptions about me here in this thread! It’s always so refreshing to learn more about the values of The people I work this. I have no idea how that study is not relevant. Have done many resume screenings myself for our firm.
Just suck it up. In 2019 people don’t see color or gender.
Careful. Many woke scolds will call that attitude bigoted.
OP, I know we all want to think that to us personally , “people are just people” and others are the ones with biases. Unfortunately that’s not how our brains work. We ALL have biases. The ones that think they don’t are the most biases of them all. For example- how do you define “leadership qualities”? What behaviors do you subconsciously screen for to determine someone’s ability to be a leader? In the history of the world most leaders have been men. So, it follows that when we think leader, we ascribe stereotypical male traits to the ability, which makes us more likely to filter out qualified candidates that are leaders in a different way.
OP, thanks for coming at this with an open mind. After the vitriol that was just shot my way and the attack on my character, I’m signing out of this thread (and this is a great reminder to me that I shouldn’t even be on this app). I hope I was able to provide some good insights and that sharing my own personal experience has opened some eyes.
Its observed throughout evolutionary biology that men have a greater variability in intelligence than women. You’ll end up with more mentally challenged or dull men and more exceptional talented, savant-like men within a population sample then you will with their women counter sample. Assuming consulting firms look to hire and retain the exceptionally smart employees, they’ll tend to be mostly men.
Now, of course there will be some fields that require top mental capacity that are also dominated by women, and women also face far more career barriers than men. But on average, most “high intelligence” fields would skew towards men if intelligence were the only factor. Same would apply to the long-term unemployed, mental institutions, other “low-end of the IQ distribution” destinations.
"The reasons why males are often more variable remain elusive."
Then how can we argue that it's biological or "evolutionary?"
Quotas are illegal. You can't discriminate against people based on race, gender, etc.
You can only state that if 2 candidates are equally qualified, you should select the candidate that will better balance your workforce.
In the 80-20 scenario you propose, it seems likely more men will be hired.
P3 - the explicit purpose of Affirmative Action is to establish different (lower) standards for groups based on their race. Stating anything to the contrary is the intellectual equivalent of believing the sun rises in the west or the earth is flat.
Take a look at the evidence in the recent Harvard vs Asians lawsuits, here are some interesting points:
1) in order to get a recruitment letter from Harvard, as a Black, Native, or Hispanic student you needed a 1100 of 1600 on the SAT. Asian women was 1350 and Asian men was 1380. White was 1300+ but varied based on geography
2) consider this chart that came out. white/Asian applicants need to be in the top 10-15% by academic score to be admitted, black/Hispanic is the 60-50%
https://www.economist.com/graphic-detail/2019/10/04/does-harvard-accept-its-cleverest-applicants
To take a different lens, companies are more successful when there’s diversity on boards and in leadership positions.
Financial performance
I disagree with your conspiracy theory but let’s just assume there was a quota. The most qualified person gets the job in most firms. There are a zillion studies showing that an employee body that reflects that society around it is better for business. Instead of allowing the “system” to weed out women as they face discriminatory practices and notions (starting at birth by the way), it’s possible that consulting firms want to make sure they get that valuable perspective. Don’t get it twisted though, no one is getting a free pass. You still have to be a top performer and generally a badass to make it - regardless of gender.
I have to say that it is not bait, I just want to know some opinions on this matter that it’s often given for granted but I don’t fully understand why
At my previous firm recruiting managed the campus hiring decision making process to come out basically 50/50. Of course long term retention of women is still a significant issue.
In partner selection they would have 5 spots for a practice cohort. They’d rate the 3 best candidates and then the next 2 women. Again, retention is an issue at that level, too.
No complaints, but it is part of the reality in consulting today.
Is it true that the split of applicants is majorly skewed male? My understanding is that it starts out pretty 50/50 and the skew occurs as people move up
The b school pipeline skews heavily male
BCG3 - thank you for sharing your experience. Tremendous.
OP - mathematically, yes. In practice, many of the posters are spot on. Listen, lean-in and let’s have a professional that matches the make up of our clients.
But I keep getting told that our clients are mostly white men haha
This is such a bs stat. If I take a poll of what the ratio of male: female in your team is ,it will disprove your 50:50 statement. My team is 80% male.
Industries have different compositions. Take nursing for example. I know 1 male nurse and over 10 female nurses
Life isn’t fair
@OP So from all the comments, research, stats, etc does equal opportunity mean equal performance? Personally I look for team members that just perform or out perform, regardless of gender, race, age, brain size, or whatever statistics of the day people are fighting over. Although your question about a 50/50 rule does beg for an answer but more along the lines of work performance with a 50/50 rule and not the rule itself. Since performance can be measured in multiple ways, depending on the hiring organization, I would say the fairness depends on the desired outcome. If you are looking for a specific high demand performance rating or skill set and the pool of applicants that match are mostly female then would 50/50 be fair to males?