Just went on LinkedIn and found this dude who has 75 experiences listed in his profile, each one of them having detailed description about the diversity event, to the point where this feels ridiculous. The need for validation is insane.
But my question is, does putting diversity day/insight program experience in resume/on LinkedIn help at all? I'm not in the diversity spectrum so curious if this increases any chance of getting a foot in the door.
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I do believe these diversity programs were set up with good intentions, but it’s gone out of whack and abuse is rampant.
Case in point, there is someone from my school who interned at a coverage group at JP Morgan in the early 2010s via a diversity program: he applied as an African American, but he’s actually Indian with supposedly a great grandparent from Africa (so 1/8 black).
Meanwhile, my buddy who grew up in a 95k house in West Virginia (who I’d argue is just as “disadvantaged”) doesn’t get a shot at these programs because he was born with the wrong ethnicity.
Can't be more true. I saw some incredible guys who happen to be in the bottom of the diversity foodchain and get passed on. All the diversity from my college has been white females + hispanic dudes whose dads run fricking PEs and hedge funds.
Sad times for recruiting as meritocracy dies down because of HR bullshit.
Meritocracy didn't exist in the first place. Say what you mean - that it is sad times for recruiting as the "default" hire isn't a white man anymore.
You liberals and your racist low expectations of minorities is truly appalling. As if we're incapable of achieving anything without a handout and like it does us a favor to shove weaker applicants into roles just so we can pat ourselves on the back since someone with the same skin tone as us is failing up. Just pathetic.
Your past comments shows that you’re just a mad hater barking at everything like a condescending incel lol
Except the Latin German from Argentina is a white man lmao
Such a retarded comment and opinion because for poor white guys (and poor asians), the "default hire" as you put it was never lower class poor white people, and now these diversity efforts make that even more so the case.
Based on the most helpful WSO content, listing diversity day or insight program experiences on your resume or LinkedIn can be beneficial, but it's all about how you present it. It's recommended to list these experiences under "exploratory programs" or "professional development" rather than under "work experience".
While these experiences don't necessarily improve your chances directly, they can fast-track you to super day if your resume passes screening. It's also important to note that diversity can have an expanded definition in some firms, so it's not exclusive to certain groups.
However, it's crucial to remember that these programs are not a guarantee for a job offer. They are opportunities for you to network, learn more about the firm, and leave a good impression. It's recommended to ask questions, stay updated with the firm's recent news, and follow up after the events.
So, while it might not directly increase your chances of getting a foot in the door, it can provide valuable experiences and connections that could be beneficial in your career journey. But remember, it's not about the quantity of experiences you list, but the quality and relevance of those experiences.
Sources: 43 Diversity Recruiting Programs at Investment Banks - The Most Exhaustive List, The GS Summer Insight Posts Are Killing Me, The lack of low income/first gen programs prove that diversity is just for publicity
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