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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I know Citi is quite supportive of their programs. Also most BB's have a specific program for LGBTQ+ now. Seems like Moelis, and Lazard have been posting about this a lot on their Linkedin. Best of luck!
Deleted
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.
Why does wanting a vagina (I assume you're a male) have to do anything with work?
Exactly
GAY! seriously own it
There's a tranny who can code my ass off.
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.
Serious question: how does one actually prove they're LBGTQ? Like do I need pics of myself sucking dick and show them to the recruiter to be eligible?
Another Serious Question: Does getting pegged put you in any of the LBGTQ categories as well?
If yes, I am 100% in the alphabet soup
I am a woman and I always say I’m LGTBQ tbh. I’m not, but there is literally no way to prove it. I get double diversity points.
so ur telling me u don't have to prove u either have a dick or like to eat pussy???
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.
Ayo sus
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.
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.
Wso is mostly indian
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.
No they don't, at all.
''Studies'' go like this:
-either they outperform and prove that ''diversity is a strength''
or
-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.
.
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