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Comments (36)

Most Helpful
  • Prospect in Consulting
Aug 15, 2021 - 9:38pm

While diversity recruiting is just as big at MBB, I'd argue it's less 'jarring' than it has been recently for BB banks. The reason being that consulting naturally attracts a more diverse talent pool. When a consulting firm takes a 50/50 male/female class, that's pretty normal and is relatively representative of the applicant pool. When a bank does the same, it is a massive shift from how recruiting used to look in banking several years ago. It's also a big deviation from the gender ratio of applicants, the vast majority of which in finance are male. I used gender as an example but some of the same factors also play out in regards to other diversity hiring initiatives 

  • Associate 1 in IB - Cov
Aug 15, 2021 - 11:06pm

Yes it is the same if not worse.  The SJWs at business school overwhelmingly go for consulting and that trickles down to recruiting when those people get more senior.  

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  • Analyst 1 in IB - Gen
Aug 24, 2021 - 5:56pm

Why's this getting MS? This is facts. All the dumb SJWs at my school wanted to do consulting

Edit: Lol diversity hires not holding back the MS!

Controversial
Aug 17, 2021 - 1:27am

not only is it bigger in consulting, people dont bitch about "diversity going too far!!!", because we understand that diversity initiatives 1. do not noticeably lower the quality of the talent pool and 2. arent "racist against white people"

obviously, there's still a long way to go, but at least we are making meaningful change throughout the org, including efforts to promote more diversity into the partnership

example: consulting no longer has special recruiting channels for women bc we've achieved gender parity at the entry level; senior management makes an effort to create an inclusive and welcoming environment for women. banking, on the other hand, still has a pretty toxic culture around women (this god forsaken forum has proven as much lol)

  • Consultant in Consulting
Aug 17, 2021 - 1:46am

I've heard tons of people complain (not saying I do or don't agree with it, just that the image you present isn't representative of what I've seen). Also, while there is now gender parity, Bain still has separate programs and initiatives specifically for recruiting women (so I'm assuming others do too).

Aug 20, 2021 - 8:56pm

my MBB's fishbowl doesnt see nearly as much diversity discourse as WSO, and the discourse trends positive and focuses what what we could do better. im sure people hold anti-diversity views, but theyre certainly a small minority at MBB

and i should clarify, there are specific recruiting programs for women and LGBT at all MBBs but they dont go as far as women-specific or LGBT-specific sophomore internships, unlike in banking

  • Associate 1 in IB - Cov
Aug 24, 2021 - 4:10pm

throwingawaying123

not only is it bigger in consulting, people dont bitch about "diversity going too far!!!", because we understand that diversity initiatives 1. do not noticeably lower the quality of the talent pool and 2. arent "racist against white people"

obviously, there's still a long way to go, but at least we are making meaningful change throughout the org, including efforts to promote more diversity into the partnership

example: consulting no longer has special recruiting channels for women bc we've achieved gender parity at the entry level; senior management makes an effort to create an inclusive and welcoming environment for women. banking, on the other hand, still has a pretty toxic culture around women (this god forsaken forum has proven as much lol)

This is a comically false, illogical statement.  A lot of feelings here with no facts.

1. Yes, it obviously lowers the quality of the talent pool.  If you can't see this, you are logically unsound.

2. Yes, it is obviously racist against white people.  Again, if you can't see this, you are logically unsound.

You can repeat it over and over to yourself and others but that doesn't make it true.

Aug 24, 2021 - 5:49pm

My favorite is when people appeal to "facts" and "truth", not feelings, and then use only feelings, and not a single peer-reviewed study or, heck, any real evidence to back up their claims. 

Just shouting "I am OBVIOUSLY right and you are an moron if you don't agree!!" is not an effective or impressive form of argumentation. 

Aug 27, 2021 - 7:24pm

unclear to me how any of this is "obvious" LOL

all of MBB has seen extreme growth since the years we implemented diversity programs. not saying that diversity programs directly caused this growth, but it's unclear to me how this is possible unless we are delivering the same or better quality of work to our clients as before diversity programs. so, if work quality has stayed the same or increased, and most of that output is made by junior consulting staff, then the qualify of junior staff cannot have decreased (unless you somehow believe that talent quality does not impact work quality, and if you do, then talent quality literally does not matter)

  • Summer Associate in Consulting
Aug 24, 2021 - 1:10pm

There is a ton of diversity recruiting for my MBB and I assume the other 2. Very few straight white males in my year. The one thing I will say is that every single minority is extremely sharp - probably more so than myself (a straight Asian male) - so its not a case of taking less qualified applicants. Feel free to ask any follow-up questions! 

  • Incoming Analyst in IB - Gen
Aug 24, 2021 - 2:31pm

Do you have to be in one of the URM programs or can you just apply regularly and still receive the benefit of diversity hiring (as a diversity candidate)

Aug 24, 2021 - 3:23pm

Sid.Rodrigues

Been reading here that BBs have been strongly shifting towards diversity recruiting. Is this also the case for management consulting (especially MBB)?

Of course.  The gubmint mandates carefully curated racial balancing in every large and/or seemingly prestigious institution in American life whether it be academia, large corporations, public employment, or media.  To not have this judicially and bureaucratically enforced "diversity" is to risk DOJ/EEOC/Dept. Labor investigations, lawsuits, arbitration, and negative press.  Sorry Reaganites, the externality of employing less than qualified diversity candidates is a small cost of doing business compared to all of the other regulatory hurdles and tax burdens.  The mandates can only be avoided if:

1. The industry and role in question require highly technical, specialized skills (e.g. computer programming at FAANG) AND

2. There are clear, non-fungible metrics to assess a candidate and employee's performance in the technical function

Meeting standards 1 and 2 are necessary but not sufficient, as seen in American medical schools.

Aug 24, 2021 - 6:55pm

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