LGBT IB Advice

Freshman at a semi-target, I'm currently researching IB programs directed at recruiting LGBTQ+ students. I'm somewhat familiar with the different programs, but I am looking for someone who could provide general advice about their experiences and navigating the application process. Any information on this or O4U would be much appreciated. 

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Comments (26)

Oct 20, 2021 - 7:19pm

I didn't want to use my sexuality as a recruiting tool and got in the normal way, but O4U and the various events will get you get you a lot of good facetime with recruiters, etc. Personally, I found it hard to talk about DEI programs that I'm fundamentally against, but partying with a bunch of bankers/consultants/etc is always fun.

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Oct 21, 2021 - 11:54pm

GAY! seriously own it

There's a tranny who can code my ass off.

The only difference between Asset Management and Investment Research is assets. I generally see somebody I know on TV on Bloomberg/CNBC etc. once or twice a week. This sounds cool, until I remind myself that I see somebody I know on ESPN five days a week.
  • 3
  • Intern in IB - Cov
Oct 22, 2021 - 11:27am

People who want vaginas get really angry on Twitter when people who want vaginas are not perfectly represented according to their share of U.S. demographics in "prestigious" jobs.

  • Intern in IB - Cov
Oct 22, 2021 - 11:27am

It's a matter of self-identification, so no proof is needed. I always self-identify as LGBTQIA+ during recruiting processes. Not sure why the urge kicks in during interview season, but I sure love all the offers I've gotten so far.

  • Intern in IB - Cov
Oct 21, 2021 - 8:48pm

Why does WSO hate DEI so much? Diverse workplaces outperform homogeneous ones and banks know this. Affinity networks increase retention and improve cross vertical mentorship. Firms would not do this if it did not produce human capital alpha. 

If you hate DEI because you didn't get that GS offer and saw a LinkedIn connection who was a URM get one, the likelihood you were the margin case where demographics played a role in next to zero. Grow up and stop shitting on people - we are all just trying to make it.

  • Incoming Analyst in CorpStrat
Oct 22, 2021 - 1:50am

Frankly, it's because the WSO crowd -- for the most part -- doesn't qualify for DEI initiatives. It's too white, male, cis, etc., and lots of people are butthurt that their target/semi-target or upper-middle class background isn't enough. Entry into finance is just too competitive, while the rewards are truly hugely disproportionate for success.  As a result, the idea that they're disadvantaged in some particular way eats away at a lot of users on this site even if on net everything else is stacked in their favor.

Somehow, in many kids' minds here, it's 'fair' that certain firms don't even have a 'careers' section on their websites and instead only post on Handshake/collect resumes at in-person info sessions; alumni connections on the other side can make-or-break a candidate's ability to even get a first round; or that some firms run FT processes by word of mouth, club newsletters, and direct referral. This represents the height of meritocracy to be protected and that firms should aim to achieve, according to WSO. Openly advertising a pathway for women/lgbtq+/POC that often go to non-targets or smaller schools, on the other hand, is not. That, of course, is an extreme injustice that should be repudiated at every turn. Everyone that gets a shot through the other channel is 100% less qualified than another student with Handshake access, per the mainstream on this site.  

  • Intern in IB - Cov
Oct 22, 2021 - 11:27am

I don't understand why the WSO crowd hates DEI so much either. DEI programs exist because a meritocratic recruiting system doesn't create a workforce that perfectly reflects U.S. demographics. When these firms lower the bar for DEI groups, your ability to outperform as a non-DEI hire skyrocket. By definition, you are surrounded by people who wouldn't be there under a meritocratic system.

It's a win-win for everyone involved. The DEI crowd gets "prestigious" jobs so they're happy. Firms can defend themselves against the Twitter mobs by waving around their DEI initiatives. And you get to outperform a greater share of your colleagues. In the long run, you'll climb your way to the top just like everyone else who is competent.

Oct 22, 2021 - 2:16am

No they don't, at all.

''Studies'' go like this:

-either they outperform and prove that ''diversity is a strength''


-they underperform and prove that ''the company is racist''

There's nothing scientific about them, it's an ideological fetish created by libx to marginalize straight white men, because they hate them.

Never discuss with idiots, first they drag you at their level, then they beat you with experience.

  • 3
  • Associate 3 in IB-M&A
Oct 21, 2021 - 8:55pm

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Oct 22, 2021 - 11:27am

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