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Sounds awesome
McCorkle said he had made a conscious effort to hire non-white, non-male employees: “I’m the only white executive on our board.”
– Everyone good with this?
Why not just avoid hiring people because of race or gender and instead hire the best candidates who applied?
With all due respect, Eric S, avoiding hiring people because of race and gender—specifically not hiring blacks and women—is what much of the history of this country has been all about. We did not fight a civil war and pass the 19th Amendment to protect the rights of white men. By all means, let us emphasize meritocracy. But let’s not pretend the playing field is suddenly even. White men, like me, have long had a head start, and some race and gender conscious hiring is hardly going to disadvantage anyone.
To explicitly refuse to hire a qualified person on the basis of race or sex violates the Civil Rights Act of 1964. Neither good intentions nor moral preening is a defense to such a violation.
Hi Alex, I apologize if you felt that what I said came out poorly. I agree if a certain group did not get a fair chance, but it is 2023 not 1923 so that should never happen. I was just saying, look at everyone the same no matter what their race, gender, religion, sexual orientation is. If someone is great in an interview, they look great on paper, and happen to be an all around great person who cares what they look like? Why pass them up? again, not trying get anyone offend anyone on my post.
If you hire someone based on their race or gender rather than their qualifications, then you are demeaning that person because you are telling them that their race and gender are more important than their qualifications.
I’m kind of shocked that people don’t understand how diversity hiring programs actually work — especially at big institutions and corporations. Businesses aren’t attempting to single-handedly solve racial inequality. The problem that they’re trying to solve is that it’s easy to end up with a very homogenous pool of applicants (in many ways, not just racially). It takes conscious effort and headhunting to make sure that the candidates you consider don’t just look like the rest of your workforce.
Diversity targets aren’t quotas. Nobody suggested holding executive positions open until they’re filled exclusively by people of a certain race. Moreover, I can’t think of any large businesses that have ever implemented a real quota system like that. (That’s not even to say it’s not worth considering, but that sort of thing just *doesn’t happen* in the US.)