Looking for advice. If my agency is hiring and would like to give preference to POC, but the CEO has been known to make racist comments...would you want to be told this by an interviewer? A sort of “enter at your own risk”? Everyone else at the agency is great, and we want to do the work to lift up POC. But the CEO is not going anywhere and will not change. We don’t want anyone to feel tricked or trapped in a toxic environment. Do we give up or give a warning? And how should we warn people?

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Posting as :
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Do not give up. That is the worst thing you can do.

You can make the warning as simple as saying that you find the agency to be “problematic” but that there have been major strides to be more inclusive and tolerant.

Do not use the CEO as an excuse to avoid hiring junior BIPOC talent that needs their foot in the door, or senior BIPOC talent that is looking for work. For some of us, it’s better to have the opportunity presented than to be told, “oh you wouldn’t like it here.”

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This is good advice - I would recommend NOT trashing anyone in particular, or even the whole agency, because I've seen people get fired for "warning" interviewees. You have to tow that line between total honesty and tact.

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