I’m interested in reading alternatives for the objective that diversity programs seek to accomplish. There’s probably more threads on this topic than I care to research, but this isn’t a rant.
The main critic is that diversity programs are only helping privileged minorities. Isn’t the objective to make the industry more racially balanced? And how do people have so much data to make that determination?
Something to consider: if diversity programs focused exclusively on lower income minorities, wouldn’t that mean they are less likely to attend a target? Assuming yes, they would attend a non-target. In turn, non-diversity target students MAY no longer see the value in such a high tuition cost since the industry’s barrier to entry has been lowered.
An alternative: omit names and school from resumes/candidate profiles leaving only work experience, extracurricular activities, and GPA/coursework. Perhaps cover letters should actually be required and read by HR similar to when someone applies for a university.
Anyway, there’s more to the process that I don’t know of - so based on my imperfect understanding - I leave you with this incomplete thought.
- Diversity guy
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