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Mike Alfred
@mikealfred
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.
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Jesse Powell
@jespow
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.
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🫃🏻₿RIAN CAPSLOCKHART
@BrianLockhart
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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Jesse Powell
@jespow
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?
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Grimy
@GrimyMexican
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.
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Grimy
@GrimyMexican
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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