Quote:
Originally Posted by Devo
Any playing field that tilts in favor of one side is unfair.
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'Tilting' in order to interview and SEE a new perspective, does NOT necessarily mean 'hiring to SEE the perspective'.
When DEI comes into play- it's to ensure that diversity is included in the PRE-selection process,
NOT to define the outcome, or to influence who actually gets hired.
Imagine an all male workforce that has been that way for decades; Management says- "hey we should see what a different perspective would bring to the table in order to either increase productivity or some other goal". The recommendation is that instead of only INTERVIEWING men, you have to also find a qualified WOMAN to interview also.
Doesn't mean you have to hire them unless they prove during the process that they have something desirable (besides Tits and ass) such as production planning or program management or project experience which was /maybe highly sought out for talent?
If you don't bring these 'outsiders' into the mix- you will never know what you might be missing- and what a new fresh view of the workforce can do for increases in KPIs' and ROI.
Same goes for Equity and the Inclusion piece of DEI. It's not a forgone conclusion when done correctly- it's the reason the army hires interpreters and guides, and that companies who have found out that -
this the way we've always done it- are falling behind the competition.
