DEI Culture
How do we deal with these entitled DEI A&A, majority of whom are white females. Below is a list of observed issues,
a) Constructive feedback is frequently dismissed as misogynistic or not given at all to avoid upsetting them
b) They tend to do only the bare minimum and receive special treatment from senior bankers. They often leave the office by 5-6pm under the guise of WFH and complain about their workload far more than male peers
c) Files often require additional junior staff to compensate for their inadequate work output
d) They seldom offer to help the team during critical times
e) They receive preferential treatment (such as gifts and social invitations) from senior bankers, which is sometimes framed as mentorship and sponsorship but can develop into inappropriate relationships. Many juniors are aware of these relationships but ignore to avoid consequences from senior bankers. The wives of these so-called mentors would be thrilled to hear the details
f) They feel entitled to promotions and top bonuses due to their DEI status and leverage their sponsors (HR and senior management) to pressure MDs and Group Heads. For instance, HR may enforce a 50% female quota for promotions regardless of performance
The purpose of this post is not to bash female A&A but to explore the challenges faced by male juniors due to unethical DEI quotas and to discuss the best ways to navigate these issues
Simple question: how do you know which white females are DEI and which are not?
If she sucks at her job but still gets rewarded, she's DEI
Ignore title, am an An1 at GS/MS/JPM. Almost all of the white female analysts in my group went to Greenwich/Andover/Deerfield/etc and are completely incompetent. The correlation between $60k/year prep school and a female analyst being bad is ridiculously high. Even at my target, all of the girls that went to expensive prep schools were just nowhere near as smart as the girls from public HS backgrounds. To add onto it, the girls at my school that I saw benefitting from GWI/Diversity and getting nepo internships were the ones from prep schools.
I don’t know why HR keeps pushing for these analysts when, in general, the public HS -> target female is 10 times more talented (no joke). It’s ridiculous and just shows how flawed the HR system is.
accurate
Another way to look at this. Why do you need specific gender quotas in hiring and promotion cycles? Shouldn’t performance be sole barometer? Why do we have numerous recruitment drives / streams specially geared toward females? Majority of these hires which form a large chunk of the A&A class, are recruited from these streams. Most white females share similar socio-economic background as white males (privileged) then what’s motivating this preferential treatment for white females while penalizing males.
Couldn't have said it any better. Someone needs to fix how recruiting works.
Not only recruiting but the whole career-development aspect of IB is rigged. Senior bankers are party to this (made their money already) and are busy virtue signalling. These are the same guys who would not hire a female EA back in the day unless she was a former model / bottle girl, however, have the audacity to preach today. Hypocrites!
This one is quite upsetting. Setting aside if this is right, or wrong, and if firms should "favour" females through quotas. Yeah, I know, 50/50 is not favouring, let me finish though. Right, since less females than males recruit to IB, the average level of requirements for a male candidate is set way higher, and it applies to each stage of the career. Consequently, the average IB male has to put more effort into his career development than female. And it's quite upsetting, as this job in general affects negatively our health and well-being, has detrimental effects on our relantionships, physical health. On top of that, males have to devote even more to succeed against other high-achievers from this primarily large group of candidates. Hope you guys will be doing fine! Bear in mind that this comment is not to hate women, and does not even comment if the system is right/wrong. We are victims of the way quotas work and relative frequency of male to female applicants.
IMO asian girls as just as bad as white beckys
+1
worse
This will inevitably collapse. All the junior male bankers right now have gotten quite resentful of the practices in industry. DEI or not, to make it to the top you have to be a revenue producer, so obviously the best will still rise at the end of the day. When they get there, unlike the current senior bankers who fucking asked their college career office what job to apply to, years of fighting will take its toll and flip this on its head. I know I plan to make life a living hell for people like this if I ever make MD at my BB. DEI isn't even good for the DEI hires and it does have tangible impacts on companies like GS and Evercore.
Have any of you absolute goobers making these threads day after day ever considered losing your virginities?
as much as I know DEI is bullshit, this guy gets it
hating women is a sure fire way to have a dry dick. cool it homes
You don't have to address them. You don't have to professionally respect them. They're not going to progress into senior roles because if they can't generate revenue they won't make it that far. Who cares what they do? Just enjoy the office eye candy, slide in, then leave.
Dolores facilis debitis mollitia. Temporibus tempora rerum facilis.
Dicta et incidunt nam quisquam eveniet culpa. Non non adipisci omnis neque occaecati. Voluptas possimus amet ut est excepturi magnam. Dolores eos qui sit optio ut magni facilis quasi.
See All Comments - 100% Free
WSO depends on everyone being able to pitch in when they know something. Unlock with your email and get bonus: 6 financial modeling lessons free ($199 value)
or Unlock with your social account...