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May 3, 2021

The question is whether people outside of a company's mold get considered at all. It's never a true apples to apples comparison of skills or abilities because most people never get through the initial unconscious filtering process. That's the point.

Jesse Powell

@jespow

May 3, 2021

Yeah, so maybe most job applications are missing important questions like, "how heavy was the weight that you carried during the race to this point?" I don't think you need to know gender/ethnicity if you can ask other questions that could give credit for those experiences.

₿RIAN CAPSLOCKHART

@BrianLockhart

May 3, 2021

IMAGINE A WORLD WHERE THE PERSON MOST ABLE TO DELIVER, SUCCEED, AND GROW IN A ROLE IS THE ONE WHO GETS THE JOB, REGARDLESS OF LITERALLY ANY OTHER CHECKLIST ITEM YOUR D&I CONSULTANT TELLS YOU TO WORRY ABOUT

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Playing devil's advocate here. Assume two candidates meet the technical bar for hiring (Z). How then do you go about breaking the tie? What kinds of questions should you get in to? Does it matter that one started from A and the other from Q?

9:22 PM · May 3, 2021Twitter Web App

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Based on race and gender? How do you know what they've been through based on sexist and racist assumptions?

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You assume two much when you say two candidates. The black, female, and gay candidate is not even in the room most of the time in this example so there is no tie to break.

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The same way you would if two non diverse candidates met the technical requirements. You ask questions and make a judgement call based on who you think would fit the best with your company culture and has the best capabilities for the position.

Mike Alfred

@mikealfred

May 3, 2021

Agree with this.

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YOU’RE CONFLATING “CHARACTER STRENGTHS THAT COME FROM OVERCOMING ADVERSITY” WITH “CHECKBOXES ON A FORM PERTAINING TO GENETICS”. FUN FACT WHITE MALE CANDIDATES SOMETIMES HAVE OVERCOME ADVERSITY ALSO

Mike Alfred

@mikealfred

May 3, 2021

Does your keyboard have a capslock function?

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It would be both sexist and racist to chose based on those 2 characteristics regardless of which one of the 2 you choose. If equality is what you’re striving for - throw their names in a hat and choose one randomly.

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You look for more JOB-RELEVANT differences that constitute a tie-breaker... you don't ask a potential employee to qualify their existence up to that point with JOB-IRRELEVANT struggles because that invites a "woe-is-me" story-spinning narrative for future prospects. Simple.

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Now, this is a more interesting way of framing it, if both canidates have more than enough and *equal* qualifications for the job (almost never happens in practice), it would be best to hire the one that endured the hardest road to get there.

Grimy

@GrimyMexican

May 4, 2021

This would not be in the interest of imparting social justice, it is being pragmatic about it because it would be in the best interest of the employer.

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