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McKinsey & Company Hi everyone. Hope all is well.
Recently took the McKinsey & Company game (not sure if I have an interview yet but preparing nonetheless). It’s an entry level business analyst position and an entry level digital position and was wondering if anyone wanted to case prep with me. I’m willing to work on anyones time zone. (I’m located in Sydney, Australia).
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I’m on the fence. At first glance, it looks like the company is caving to prejudiced interests.
But on second thought, it’s been how many years since DE&I departments took steam, yet the diversity in corporate hiring barely budged, if at all. And half of the movement has been co-opted by white women. Specially white women wholly unaware of her own white male privilege (eg., her white male husband who supported her between jobs, her white male father who paid for her university, etc.).
Even now with DE&I efforts, take a look at who the recruiters still are: young white women with white male fathers and white male boyfriends/spouses.
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You have some great points here.
There is a well-organized and well-financed campaign to bully companies not to have DEI practices. I read just yesterday that Elon Musk had given $10 million to Stephen Miller's anti-DEI group two years ago. So it's no wonder some of the big companies are folding, they're just scared. So, yeah, they talk a good game, but when they're threatened, they fold.
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Well funded and well organized. Ed Blum is another name working tirelessly to get rid of all things equity. The worst people in society have access to the more resources to do stuff like this.
Do you think it's all just cost-saving? Or do you get the sense that there's some ideological thing happening? I'm inclined to believe that it's just about cost-saving (wish workers themselves would see those savings but we know that won't happen). If those funds were actually allocated towards workers themselves, I'd be on board with this move. Wages > ideology
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I think it’s a bit of both. There’s the need to cut expenses and the first place to cut is some place that seems expendable, IE DEI. I still haven’t seen the implantation of DEI practices produce outcomes that are quickly reported. It’s a long game and that makes it easy to cut.
Having interacted with some of the brands rolling back DEI, and having personal experience with their DEI programs in particular, I’d say they were looking for any excuse to get out of them. There was never any real internal commitment. No one at the C-suite level cared, and any DEI efforts driven entirely by HR and PR are never set up for success.