Anyone willing to give a bit of honest visibility into the promotion of “diversity candidates?” When promoting someone, what are the requirements or recommendations re: ensuring that diversity candidates are considered? How are bosses incentivized to promote diversity candidates over “obvious” heir apparents that have no diversity points (POC, female, g-y, disabled, etc.)? What can someone with no diversity points do to minimize their disadvantages? Not trying to be troublesome or anti-DEI here…just trying to see behind the curtain re: how it actually works. Thanks in advance.
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No one gets promoted due to DEI unless they are filling a quota. However, good luck trying to layoff a DEI candidate. It's like the hotel california. Once you check in, you can never leave.
I find it funny/ironic that in tech, DEI pertaining to candidates seem to be related to black folks only. Indians don't appear to be categorized as minorities. So, while white males may make up 5-10% of GTO, they are still pushing the DEI agenda. Seems to me that white males are the minority in GTO.
Personally, I am considered "next in line" for promotion in my role, and was literally told by my skip-level manager that if one of the opportunities for promotion opens up that he would need to put a compelling argument that specifically addresses why I would be preferred for the role over any other DEI candidate.
... I wouldn't hire any boomer ...
You're justification for that is irrelevant; it's age discrimination. Had you said you won't hire computer illiterate candidates, fine. But if you're not hiring because of age, you (and the bank) would have an issue.
As a new manager, I will never ever hire someone just because of its "diversity". Maybe boomers, I wouldn't hire any boomer and that's nothing to do with the fact that they are boomers, but rather because they don't know how to use a frickin computer. Have 3 on my team, can't wait to get rid of them
"If you don’t see a persons race, you don’t see them. This is a well known line of racist individuals."
This a blatant lie and projection. Some of us see human beings. Folks like you are obsessed with it.
@ 1dhy+1s6LxFKa, You are lying that you do not see race. If you don’t see a persons race, you don’t see them. This is a well known line of racist individuals.
ok - a couple things going on. 1 - there are metrics reported publicly (see annual report) that they do not want to give up ground on 'progress' to the extent they can help it they will continue to promote diverse (which, note, can be as simple as being a white female but that is not as good as a BIPOC female). 2 - some of the data they can use to report on is self declared (remember when they ask you to go to workday and declare your identify info e.g. g-y, military, race, etc) so they can't force everyone to self declare but do their best to encourage it. 3- when it's time for making the lists for promo candidates they are definitely notating the diversity elements a candidate has regardless of #2 i.e. it could be 'unofficial'
and what are the exact #s they are trying to hit when deciding promos? well, it depends...division/FLU, rank and title, existing mix, etc. there's no one set version of the goal other than #1 above, above all
The bank needs to get rid of the entire d&i team! They literally have done nothing for equality. If you want equity and fairness start publishing salaries by team. It will blow you away the unfairness here. Yet, SB, CB, and team smiles and collects that check. Such a joke!
Don't always believe the stories you hear. I know someone who was WARNED they were first on the list when it came to layoff time if they needed accomodations for a disability.
Crazy right? Manager probably thought he was doing her a favor. Said it in front of several people. She should have sued.
After mergers they often get bumpkins who aren't ready for prime time corporate culture.
yes diversity help to bring new ideas.
I never heard of any preference given to one that has a medical condition, LGTBQ, race or ethnicity. Honestly, I noticed a few changes after I decided to speak openly about my medical issues. Oddly I went from regular bonuses or raises to nothing. It's painfully obvious when I look back at my reviews. I went from a top performer to one of the lowest rated members of the team.
The internal group that I was a member of for 5+ years didn't help me at all when I told them what was happening. No discussion, no advice, not a thing. When the group that is supposed to help members in need turns their back to you, that is the worst feeling. I quit the team and no one noticed.
D&I around here is just another check box to prove to the EEOC that the company has met some lousy requirement.
I was told by a manager that in his line of business he noticed the DEI received higher raises even though their ratings weren't as high as others.
I don’t see race, I think DEI is a big pile of garbage.
I want the smartest, sharpest, individual on my team. I don’t care what their orientation may be, as long as they keep it associated with an approved organization-group or outside of work. Don’t bring your agenda onto the team to try and self glorify or demand respect. That is earned with hard work, dedication, and time.
And for goodness sake, I cannot take anyone seriously that uses Pronouns. That to me is the lamest DEI ploy yet. You will be referred to as Sir or Ma’am.
Why not just forget the whole diversity thing and promote those for the hard work put in. Novel idea but no games involved so it won’t work.
Check as many boxes as possible. If you can't check any boxes, prepare yourself for a career in futility. You have no future.
"Diversity begins at the top of an organization not at the bottom."
- it should not begin anywhere or maybe you can start with China and India
- what you have now is sleazy uncreative white people in power discriminating against poor/middle class white people to gain favor from non-white racists
Diversity begins at the top of an organization not at the bottom. All I see at the top of this bank is Anglo Saxon mofos and maybe one token minority. This bank is well known for their racial discrimination and have paid millions because they were caught. I am tired of seeing the same Ole white mofos in charge .They need to put more minorities in top management to truly have a diverse organization. They can't do any worse than the people currently leading the bank.
A classic problem where management try to maximize multiple measures, some of which work in opposition. People who check multiple boxes are preferred.