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Apple, Costco stand behind DEI programs
(www.advocate.com)
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this post was submitted on 15 Jan 2025
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The problem is the size of the gulf. If we were talking about, for instance, there only being 5% more white male executives compared to their share of the population, then compete blindness would more or less erase the problem given time.
When the gulf is large, the time period to erase that even with completely background-agnostic selection in any direction is many generations. It doesn't sound fair to say, "OK, the racist stuff was wrong. We stopped (we didn't totally). Your great-great-great grandchildren will see parity! Stop complaining." You're basically saying nobody alive will ever see something approaching equity.
Part of DEI is reassessing the metrics used to evaluate candidates. People often unconsciously will be more forgiving of shortcomings in people they identify with. So they can certainly write candidate evaluations that make one candidate seem clearly better than the other. But jobs are rarely so simple that you can list out and check boxes on every possible pro or con, and it's easy to miss the pros if you aren't looking for them.
Also, I will say having been on the hiring side for many positions, there are definitely plenty of cases where a couple candidates are roughly equal. That literally happened in the last position we filled. Maybe we're outliers.
Why? Am I missing something? I would expect it to be completely gone in a generation, once every non-blind hire was replaced.
Part of the problem with the hypothetical is not everyone in one of these positions is truly hired. I mean if we completely got rid of inherited wealth so nobody could pass on their company to their kids, that'd certainly accelerate the timeline.
Background-agnostic will also still miss the knock-on effects. If someone goes to a high quality college with a name because their rich parents can afford it that leads to an attractive internship that lands them a career job, on paper they got their current job because they had good qualifications.
Or, if the company has a history of only white men in positions of power and goes background-agnostic with zero outreach to marginalized communities, you're not going to get a lot of applicants from there. They may not even know the company exists, while every kid of those powerful white men sure do, and they know which skills are most necessary to look good in a job interview.
DEI is not just handing out roles to unqualified people because they're not white men. It's about access, outreach, thinking differently, being welcoming. It's complex. It's certainly easy to rabble rouse over because dumb people don't want to take the time to understand complicated things. I don't believe we should abandon nuance because some people refuse to attempt to understand it. They'll just do that with the next thing until everything is dumb and simple.