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I’ve worked very closely with our diversity hiring team. The bar is absolutely the same for every candidate. The only difference for diversity hiring is the breadth of the pipeline and the proactivity of recruitment. (Basically, you might be more likely to see us at a conference or to be proactively reached out to.) You still have to pass the same requirements, the net is just cast more broadly.
Do those hires get promoted at the same rate as others?
Black female and recently hired by mck. I was at a target school and no special treatment or extra workshops given to me since my business school had a ton of resources for everyone.
The term “diversity hire” is problematic bc it assumes people with diverse profiles wouldn’t otherwise be hired, especially not over people without diverse profiles. What should we call those hires? Lame hires? Same hires? Hires of the global minority? Hires of no color?
@M1 agreed! More pointing out the term used by OP, who I assume is not at the firm :)
I know for a fact that some diversity candidates were offered additional training, eg first round interview stopped midway through because they were tanking, and told “we think you need additional practice” and then routed to a consultant (eg me) to give them some more practice cases
I personally did not lower my bar for diverse candidates, but the above is true
Had people seen at Qb to be bumped into a level/title higher just to match a competing offer. Totally opposed it
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Those metrics are tracked and celebrated but like you stated the bar is the same for all candidates