this post was submitted on 05 Feb 2025
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It does bother me if people are hired because of the colour of their skin or because of their gender and not because they were the best candidate. This is why "blind" hiring is a good idea in the situations where it can be implemented.
Look, everyone agrees the best candidate should be the one that's hired.
Unfortunately, there's no objective truth in how to rank candidates - minus anything obvious. Humans make the choices and humans are prone to bias. Consciously or not, people are going to favor candidates that meet the expected stereotypes for said positions.
There are plenty of studies out there documenting it. For example, resume response rates can vary drastically based solely on the name of the applicant. (The same resume sent to various companies with changes to the applicant's name. Masculine names, feminine names, "white" names, "black" names, etc).
Statements like these are easy to cling onto and rally a false narrative. They're something ""everyone"" should agree on at a first glance. They miss the underlying issues and the driving force behind various movements.
That's why I was suggesting blind recruitment where possible. Name, gender, all that sort of things are hidden so they won't affect that part of the recruitment process.
Everyone should agree with them but not everyone does.
Except that's not what's happening. Or rather, that's not what DEI was doing.
DEI programs are just making underrepresented people more visible. No one's being hired because they look different.
And for centuries white men have been getting jobs that more qualified people were passed for, because they were white and male. DEI was just to level the playing field.
What does making more visible mean? I'd personally rather try to make things like race, sex and whatnot less visible so they'd have less effect on the hiring process.