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*Laughs in white person*
It’s almost like we should just hire the best candidate for the job... 🤔🙄

likefunnysmart

No

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So two separate issues here.

On the one hand, in recruiting you do need to do things to support URM because there is structural racism built into recruiting pipelines. Maybe your company doesn’t recruit at schools that have sufficient diversity to provide a diverse pipeline, that needs to be fixed. Maybe your information sessions etc have mostly white or Asian folks that represent the company creating an environment less welcoming to URM etc so you need to go out of your way to target and pull URM through the pipeline.

This all makes sense because it’s about fixing the structural barriers that prevent otherwise good potential candidates who are URM from getting a job.

However the flip side and where this goes too far is by completely changing criteria (unrelated to structural racism) or favoring candidates based not on performance but on URM status alone. This is a terrible approach because you only fix the inbound problem of hiring URM but then you set them up to fail in their roles and they don’t move up the ranks (thus not fixing the lack of diversity in management) and also risk creating extremely damaging stereotypes about URM as a whole which racist people will anchor on.

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Huh, that’s so weird, it’s almost as if society becoming obsessed with nebulous claims of rampant systemic racism has negative effects

likesmart

I’ve been told that this is not racism. *Saying this while checking social media credit score*

funnylike

CCP Twitter social media ethics score*

Prepare for the flames 🔥. The number of time I've heard "you're overrepresented, be happy your people are doing well and have compassion on those oppressed for centuries"....

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If hiring based outside of merit, it’s only going to hurt the company in the long run.

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