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If you want to know diversity data as you consider new roles the Agency DEI Database just launched!
We want to standardize diversity data and measure progress for the industry.
62 agencies publicly reported and these are the most diverse - Giant Spoon, Wondersauce, Code&Theory, Barbarian, Elephant.
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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.
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Hello all,
Would like to know specifically about Queer inclusion at SocGen Societe Generale. What is the attitude of mangers and HRs towards treating LGBTQ identifying candidates? Is company really inclusive or it’s just a lip service? Considering an offer with the company but being an out and proud Queer woman, super anxious and concerned.
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This is a tough one for me... only posting here because I know there’s quite a few PwC partners from my group lurking in here... as a minority, I am still struggling to fit in. I can honestly say that none of my partners are racists or anything but they have HUGE blind spots and implicit bias. Partners - just think about the last few dinner or drinks you scheduled and who you invited. While I feel respected and welcome, I can’t help but notice the “boys club” at the conferences, engagements, office events... I know I’m bloody good at what I do and I can sell but when I see the same 3-4 people staffed on the engagements and on the pursuits, I know that I just can’t get myself to bring my 100% to the table knowing that I’ll never break in to the circle... <— THIS is the cost of exclusion...
I’m just trying bridge to disconnect between this being a top priority and people in these bowls where they struggle to even name 3 Latino or Black partners.
At PwC, it’s a top priority as well. Both from a gender and a race perspective. The USLT is an indication of that and is probably the more diverse we’ve ever had. Certainly at the LoS level. Our review process also includes checks and balances around diversity and this is true at the associate level all the way to partner. We also look at it from a partner candidate perspective and within all of the firms “special” programs (e.g., Advisory Scholars).
#DB
Diversity is seen as a top priority at Deloitte all the way up to our Chairman of the Board who has it as one of his key platforms. I would say that we have done much better with female diversity than we have with African American and Latino from an outcomes perspective. But I will tell you that diversity is a major factor in succession planning, it is looked at as part of our performance review process to make sure there are not unintentional biases, and our diversity programs and awareness are spread across every vertical of our firm from industry to office to service areas to functions. I personally see diversity as not a numbers and percentages story so much as a business imperative. We are facing off against a more diverse client base in a more diverse world. Diversity brings new thinking and ideas. To not harvest these things directly into our business model would be a huge mistake.
Interesting point OP. I think though the underlying is how do we make our profession more inclusive and diverse. It will take a few years to change at the top because we have to wait for people to rise through the ranks but are we doing enough to get more to join the ranks and then give them the opportunities and mentorship then to not only survive but also thrive!
Re: why the focus on gender- our leadership team has better ethnic diversity than gender diversity. We only ever have women from healthcare or compliance or we put them in fluffy people or HR roles. For ethnic diversity- think- MK, Tom P. See: https://www.pwc.com/gx/en/services/advisory/advisory-global-leadership-team.html
Hijacking this thread to say-when we see a female in charge of a portion of the Advisory business if not all of Advisory?
OP, you make a point and a decade ago, I might have struggled as well but I just went through in my head and stopped when I got to 25. As P2 said, since we are such an internally developed business, the staff levels need to be addressed in order to have enough to bring into the partner level. It will take time but I believe it’s moving in the right direction with the steps that have been taken
Ps, It takes more than just saying it’s a priority for the firm. Starts with recruiting, e.g. the firm does not actively recruit at HBCs; and when we actually manage bring in diverse on campus hires, what makes you think they are going to stick around if they don’t see someone who looks like them above them??
D1, I am glad you bring that up. One of our Latino partners and I had a conversation a while back along these same lines. The unconscious biases are hurting us today like the conscious ones did years ago. It is something I have personally gone out of my way to work on but only after that conversation and I know many don’t even think about it. You are drawn to people “like you” and we need to work on building relationships with diversity.
We do teams that focus on and recruits at HBCs btw. I have personally taken part in these recruiting efforts.
Thank you OP for setting up this thread. I hope we continue the discussion here and that more weigh in. I will be the first to admit that we still have a lot to learn.
Sorry P1 (#DB) but a ‘check the box’ at year end is worth nothing if you don’t ‘check-in' during the year...
^ supposed to mean anything??
Agree with you D1. This whole concept of “moving in the right direction” is the same stuff said 5 years ago. This category (Latino and AA) of diversity becomes a bigger issue as you move from SA to M and then to D. D1 has characterized this in a very nice way, so we can leave it at that :) I too struggle to fit in, and I don’t see much improvement despite what folks up top are saying or what the “thank you” diverse partner video attempts to show.
Exactly P1
What about the our Assurance leader? How about our Clients and Markets leader? How about our previous CFO? How about our current (and former) General Counsel? All of those are females.
There are MANY female leaders in significant USLT, ELT, LoS, and client (GRP, LoS PP roles).
Are you saying that we won’t have diversity until we have a female ADVISORY leader?
P1- I’m focused on Advisory because that is where everyone on Fishbowl is from. This isn’t the Assurance and Tax bowl. If you think that we don’t have diversity issues (both gender and ethnic) in Advisory you are part of the problem.
D2: The examples P1 shared include Advisory. I’d add other members of the ALG .. forensics leader, TMT leader, etc. But as others have said, we need to do more.