Diversity non target or normal target

Based on the most helpful WSO content, the debate between diversity non-target and normal target candidates in IB recruiting is nuanced. Diversity programs can provide a significant edge for non-target candidates because they often have quotas or initiatives aimed at increasing representation. These programs can act as a "backdoor" into the industry, offering opportunities that might not be available through the traditional recruiting process. However, it's also noted that the candidates coming through diversity programs may not always have profiles as strong as those from the normal process, with only a small percentage being able to compete at the same level.

On the other hand, target school candidates generally have a stronger baseline advantage due to their school's reputation, alumni network, and the resources available to them. Recruiters often view target candidates as more polished, technically proficient, and well-rounded on average.

Ultimately, the edge depends on the specific circumstances. Diversity non-target candidates benefit from targeted opportunities, but normal target candidates often have a broader and more consistent advantage in traditional recruiting.

Sources: Is investment banking not as prestigious as most people think? Are kids that break in sub-par?, The Case for Choosing a Non-Target, The Case for Choosing a Non-Target, Is it true that everyone gets treated equally once Interviews begin or are non targets having a disadvantage?, Systemic Oppression of Non-Target Students