Aside from the diverse pipelines, all job app portals ask for race, sex, and other identifiers when you apply. However, these applications claim that your selection does not factor into resume screening/selection. So, is it during the interviews/superdays when diversity matters?
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In the U.S., companies with 100 or more employees (or federal contractors with 50+ employees) are required by the Equal Employment Opportunity Commission (EEOC) to collect and report demographic data. This helps ensure they are not discriminating in hiring practices based on race, gender, or other protected characteristics.
There isn’t a single fixed percentage used to prove bias in hiring, but several statistical methods are commonly applied to detect potential discrimination. The most widely used standard is the "80% Rule" (or Four-Fifths Rule) established by the Equal Employment Opportunity Commission (EEOC).
The 80% Rule (Four-Fifths Rule):
This guideline states that if the selection rate for a particular racial, ethnic, or gender group is less than 80% (or four-fifths) of the selection rate of the group with the highest selection rate, it may indicate adverse impact or potential discrimination
Other Statistical Methods:
Standard Deviation Analysis:
Checks whether disparities in hiring outcomes are statistically significant. A difference of more than two standard deviations is often used as evidence of potential discrimination.
Regression Analysis:
Adjusts for qualifications and experience to determine if race or gender still impacts hiring decisions.
Chi-Square Tests:
Compares expected and actual hiring outcomes across groups to detect disparities.
Post Superday HR makes sure that all of the 10 selected hires aren't white straight males
Yeah you know what I’ve never seen in finance, a straight white male. It’s crazy.
It makes a difference everywhere. We don't give offers just because you are diverse though, you still have to be an acceptable enough candidate. Also matters a lot for return offers and group placement, as groups try to make sure their class isn't all white and/or Asian men. Not going to comment on the fairness of any situations, but there are instances where a worse diverse candidate may end up getting placed into a group over a more-liked non-diverse one because of a desire to have some diversity in the group. Haven't seen the same for return offers yet because everyone decent or better gets a return usually, but have heard about those instances at other groups and banks as well.
Also want to note that group-specific things, it all matter about what the group leadership wants. Some groups have seniors who care a lot about diversity, others don't. This is also usually reflected in the make-up of the groups, you'll easily know which groups do and do not care. I have not found a correlation at all between groups that care doing better or worse than groups who do not, seems more of a senior preference thing.
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