[zebnyc]

Can you clarify what actions that you would like employers to take? AFAICT, employers are trying to out reach to marginalized communities and meet them where they are. How are companies supposed to hire without compromising quality? Are you suggesting a quota based system similar to the green card system?

[rectang]

To tie things back to the article... how about looking at what Coca Cola did right?

I suspect one thing they did was avoid making the assumption that hiring candidates from marginalized communities compromises quality.

[monocasa]

I mean, they're based in Atlanta which is about 50% black.

[ryan93]

Does coca cola have the same standards for generic corporate employees as google or facebook require of their engineers?

[rectang]

First, "generic corporate employees" seems like a pretty disrespectful way to describe the Coca-Cola employees classified as "professionals".

Second, it's not like non-FAANG tech companies, despite lower standards for engineering positions, have higher numbers in the Black, Hispanic, or female demographics.

Third, if you look at the data for Coca Cola's "Exec/Sr Officials & Managers" where the "standards" without question are comparable to those at tech companies, the percentages aren't as high but they're still way better than you see in tech leadership:

> 3.37% - Black or African American Male

> 4.31% - Black or African American Female

[ryan93]

Not comparable to engineering at faang. Coca Cola sells itself. Still Coca Cola is way racist. America is 13% black.

[runako]

> Coca Cola sells itself

This is an interesting way to contrast Coca-Cola with FAANG, of which the majority are routinely under antitrust scrutiny. Put another way: does Coca-Cola (market share: 43%) sell itself any more than Google (market share: 92%)?

[ryan93]

what does that have to do with the intellectual ability requited to get a google engineering jobs vs a marketing gig at coca cola?