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by mseebach
3700 days ago
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> My company brought in an diversity activist to speak about improving diversity at our company. She told us that it is sexist to prefer to hire people with a college degree because more men than women graduate with degrees in CS. Instead we are told to assume that all people are equally qualified regardless of their education. This does not pass the smell test. Sure, a certain type of "diversity activist" might say something like that, but for a company of any sort of quality to just accept it and implement it, that's unrealistic. More realistically, what they may have implemented is something like accepting that people without CS degrees from top universities may still be perfectly capable software developers, which is true (being one, I'd like to think so, at least), but if that's the case, the article is grossly misrepresenting it. |
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Unfortunately it's hard to find sources for this except for internal videos.
A quote from one of the trainers that gets at the same idea:
"In sourcing diverse candidates, it is imperative to avoid criteria that are inherently biased, like using school selectivity and previous company as a proxy for performance or as a signal that someone is a strong candidate.
Instead of focusing on previous companies or schools, which limits the talent pool, you should focus on relevant skills. For example, if Google is typically used as a signal that someone is a good candidate, push yourselves and your clients to articulate why that's the case. Is it the experience working at a large company that's useful?"