Let’s say an agency was able to exceed their diversity goals, and became an agency of at least 80% bipoc. And it maintained at least that percentage for years. Would hiring a white straight old male for Alabama help their diversity profile?

likesmart
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I think you miss the point about diversity. Diversity is about having an equal representation, not 80% group against white men. We need white men, too but as equal as the rest of us. No more, no less, equal.

like

I suppose so. However, one agency would likely be a drop in the bucket for the entire industry.

Does such an agency (or anything close to it) exist?

likesmart

Lucky for all of us, W+K publishes workforce data.

https://www.wk.com/culture/our-workforce-data-2021-q4/

likehelpfulfunny

I don’t think it matters. What matters is.. are they really doing their job?

The focus should be on Supplier Diversity programs. Why? It focuses the money/power to diverse company owners. It empowers them.

like

This is a loaded question because it ultimately depends on a lot of factors, including how people define DEI. Percentage is just an “easy” way to take a look. Things go much deeper than that. Retention tells a lot more, IMO.

Are you asking me personally? Then sure, why not. 1 hire shouldn’t affect such a great percentage either. 79% BIPOC is also unheard of, not even sure if places like Major, Translation or Cashmere are like that.

Even better if Alabama man wasn’t hired because someone looked like them, knew them and wanted that referral bonus, or wanted to hang out with him. That’s the biggest challenge!

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