VPs and Associates: need your honest opinions
Why arent FGLI kids included for diversity? Do yall really think a girl whose daddy's a doctor or lawyer would contribute more to diversity than a white male who has been through a foster home or grew up in a very low income or first generation household? Honestly, if I was black or hispanic, I'd be embarrassed to see banks trying to recruit me just so that they can include me on their powerpoint slides or client calls to promote a "collaborative working environment supported by unique and diverse ideas."
Literally affirmative action exists to prevent such gap in employment equality for URMs. I support AA because of this! AA exists to help marginalized communities, except for asians, to have a leveled playing-field in attaining success, whether it be through employment or higher education. With this, don’t you think diversity programs put A LOT of people who are ACTUALLY diverse at an unfair disadvantage? Would love to have a respectful conversation, especially with those who have been in IB for a while.
I don't think VPs and Associates are the ones making the rules.
It’s because we don’t make the rules for these programs. As someone who is first gen college, diversity, etc etc I’d like to see something done for first gen/low income. I’ve brought it up and it’s one of those things that just kinda doesn’t happen.
Nobody knows what FGLI means boyo. Not even going to google it. Same with URM.
Stop perpetuating another protected class acronym to identify yourself with. It's only going to cause mental distress in you.
No clue what FGLI is, but URM is pretty intuitive…
Under represented minorities
Same. At first I read it out loud as is. Didn’t come out right…
We have no involvement in the creation of these programmes, and nobody is going to put their neck on the line by suggesting this for fear of the optics of how it may be perceived. The lack of socioeconomic diversity is a shortcoming of many diversity programmes, they're diverse in ethnicity / sexuality etc but when you look at socioeconomic background many are from a similar profile, i.e. 2 professional parents, good schooling, target university etc. That said, you have to start somewhere and not everyone will be happy with what they include, some will feel left out despite growing up in difficult circumstances.
The entire point of these programs is to get people to shut up not to help.
Wtf were all the acronyms I just read?
Does the F in FGLI stand for fat? Is fat a diversity category now?
It’s a sham. But associates and VPs aren’t the ones making the decision. It’s directives from the C-Suite being filtered down to HR and consultants who make their living pushing this sort of thing.
There are a couple of early insight/diversity programs that specifically mention first-generation students, or include them under a wider umbrella of "underrepresented backgrounds." You just have to look for them...
Didn’t know what FGLI was (honestly thought it reads fugly). So I am of a FGLI background. The kind that slept on the floor of living room. If I were hired into IB on FGLI grounds, it would piss me off. I made it on even footing with everyone else and I’m damn proud of it.
Couldn’t the same be side for someone who got in for diversity?
Yes, same view towards those. I’d be captured in the diversity program today but not a fan of diversity program either. I get why banks have those. Good for anyone who is able to take advantage of it and kickstart their career. Personally I can’t stand the idea that I got here in part because I’m a diversity hire (or any other handicap).
Wait, you had a living room?
OP definitely goes to Penn. Probably also pretty clueless about the industry if he thinks IB Associates are making the rules about recruitment processes.
OP is not gonna make it and will end up blaming black kids for taking “his” spot
I came from a poor / first gen background and made it without diversity program (so it can be done). I’m a big fan of diversity recruiting and help out every year. Lot of smart kids - poor and rich.
Try harder.
It's interesting how quickly forget why these programs exist. Not so long ago race and gender were actively used to disqualify candidates.
I also don't understand the obsession by some of you to "keep out the unqualified diversity candidates" as if every other nepotism candidate is qualified.
Classic whataboutism. "bbb...but what about nepotism hires? They are unqualified too!". They are both in the same category - neither deserve the spots that they get. You can be against both of these hiring practices
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