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Accenture Strategy hiring for Technology consulting opportunities across domains such as Cloud, Data, Enterprise Architecture, ITOM, Enterprise Agility and Transformation Management. The opportunities spread across multiple levels and locations.
Diversity candidates are further encouraged. If interested, please mail me your profile at malhash08@gmail.com.
#cloud #data # enterprisearchitecture #ITOM #transformationmanagement #enterpriseagility #diversity #hiring
TidalHealth is hiring!!! Are you looking to advance your career to new heights? Perhaps you are looking to finally start a rewarding lifelong career? Here at TidalHealth we provide our team with fantastic opportunities to help lift you to new heights. Come work for an organization that values diversity, inclusivity, teamwork, and most importantly you!!
Please review all of our open positions at www.tidalhealthcareers.org/jobs/search
I encourage you to contact me for more information :)
“Tone policing is defined as "a conversational tactic that dismisses the ideas being communicated when they are perceived to be delivered in an angry, frustrated, sad, fearful, or otherwise emotionally charged manner." Managers striving to create a workplace based on equity and inclusion must understand how tone policing silences members of marginalized groups and allows discrimination to persist.” https://www-businessinsider-com.cdn.ampproject.org/c/s/www.businessinsider.com/how-to-identify-and-help-stop-tone-policing-in-workplace-2020-8?amp
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Also, I'm not saying that other types of diversity aren't important. Obviously LGBTQ, socioeconomic status, and disability are important to diversity too. I just get annoyed when firms hire a bunch of white women so that they can say they're "diverse."
OP, this is how I feel when the firms in NY point to the gay white male from Scarsdale NY as diversity.
I understand there are different types of diversity. But we need to stop seeing diversity in a bubble. A gay white person from liberal NY is diverse, but it’s very different from a gay white person from rural Alabama. However, most of the ones I know in the firms I’ve worked at are all the former (privileged backgrounds, accepting families, etc.).
Relatedly, I always appreciate MoFo’s diversity fellowship (which excluded Asians from diversity because it is solely focused on URM). Asian people are not underrepresented at law firms at the associate level. They make up like 10-20% of the associate classes at most law firms. So I don’t like it when a firm shows its diverse class and it is Asian/South Asian associates, gay white men, and one token black female associate.
Asians are underrepresented at the senior associate and partner rank, so not including them seems a bit like erasure to me.
The problem the way I see it is law firms have no idea what diversity and inclusion means or why it is even important or worth the effort. They just approach it as another check box. They do not understand how to recognize the soft skills that make great lawyers and don't know how diverse experiences foster those soft skills. Instead, it is simply, are you x, y, and z? Check. There, we are diverse!