https://www.forbes.com/sites/kimelsesser/2020/01/23/goldman-sachs-wont-take-companies-public-if-they-have-all-male-corporate-boards/ It's kind of annoying that people try to draw false data that suggests a more diverse board = more success. Correlation does not equal causation, basic rule of statistics. "Alice Eagly, professor of psychology and management at Northwestern and expert on female leaders, delved into the academic research on the impact of adding women to corporate boards. She found when you removed all of the confounding variables, diversity had no effect on profitability " Rather than setting quotas and treating people of color and women like tokens, let's collectively build genuinely inclusive environments, where all employees thrive regardless of age, socioeconomic status, race, gender, beliefs or values. Race or gender don't qualify someone to do a job. Humanity first. Let's acknowledge our differences and work together to build the future of work that's healthy and inclusive.
OP, I assume you are a not a woman, so I value your opinion on this 70% as much.
I agree that pay discrimination should end and there should be processes in place to prevent that from happening in all directions.
You know that “women make 77% of what men make” study didn’t control for: job role, job field, work experience, career ambitions, education, work hazards/risk, financial responsibilities (e.g., providing for family) or even number of hours worked, right?
Sad when someone of color or a women is qualified that people like you view it as a “token”. They worked just as hard as anyone else to earn that position
Most likely they worked harder, tbh.
By your use of "they" I can tell you're trying to make yourself feel better by empathizing with the underrepresented. Sounds like you're projecting your guilt and looking to validate that emotion by "standing up" for us. It's an understandable emotion but one to fail us all
How is this not a quota?
That's a very liberal position you've taken.
Why did you stop your quote early? The real reason we should want diverse corporate boards is that all-male and all-white boards are a huge red flag for bias. With the diverse pool of talent available, the likelihood that an organization completed an unbiased search process and still randomly ended up with an all-male and all-white board is almost zero. In other words, if the corporate board is all male and all white, there is likely bias somewhere in the appointment process. Corporate responsibility is what is at stake here, not necessarily corporate profits.
All male all white, huge red flag for bias, all male all black or all female not a huge red flag for bias? Peddle the bs elsewhere. Wake me up when diversity is treated as actual diversity.
It reads, “... all-male and all-white boards are a huge red flag for bias.” I.e., the lack of diversity on the board is a huge red flag. The author provided the two most common examples.
citation needed
I think diversity is good
I don’t believe in quotas and I can imagine that anyone would be offended if they thought they were a quota. However, you can’t tell me that a company can’t find a single woman or person of color as talented as the white men that sit on their boards. We are all comfortable with people that look like us but when are we going to accept that diversity adds value.
what's missing from this equation are the barriers for certain groups to learn certain skills like coding or finance or sales or a variety of specialized skills. those barriers can be racism or sexism from a young age. we need to work hard to educate the next generation of workers so that the skillsets are more balanced, regardless of race or sex. there is data that supports the claim that women enroll in computer science programs as much as men, but switch majors after a certain point. the question should be, why? what data can we gather to better understand this drop-off point, then what can we do to reduce the amount of women that leave? i hope this one example illustrates the pipeline issue. some people will argue that the pipeline is already made up for with the millenial generation but even if that's true, the oldest millenials are 35, and most executives are much older. personally i don't think we're there yet. but we must continue working for this reality by supporting organizations that teach underrepresented people the skills they need to thrive in the business world. not to overtake or steal from the success of others, but to enjoy the benefit of their success without excessive barriers in the way of it.
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U mad bro?
you're not understanding my point or trying to.