alt Hacker NewsIf DEI operated on merit, there would be no need for the special new concept of DEI.
Ive seen many cases where HR stalls hiring until the most qualified candidates move on, prefilter insufficiency "diverse" candidates from the pool presented to teams, or implement internal quotas to meet external funding or contract requirements.
Not to mention the actual external requirements for "diversity" from public tender process, government backed funding bodies, and politically protected mega wealthy.
Replies
> If DEI operated on merit, there would be no need for the special new concept of DEI.
Yes, there would, because un-diverse candidates (not white, young males from a handful of schools) would never get their foot in the door. Companies only interview a small fraction of their candidates.
If hiring practices were purely operating on merit and free from discrimination, we wouldn't have studies repeatedly showing that people with the 'wrong' names, and otherwise identical resumes, weren't called back as frequently.
> Ive seen many cases where HR stalls hiring until the most qualified candidates move on
HR departments have screwed around with delays in the interview process long before anyone ever imagined the concept of expanding the candidate pool, doing blind resume screening, and standardizing the interview process. I don't think having fairer hiring processes created this problem.