Quantifying Minority Hiring

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  toodoor12/21/07 Report as spam
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  Being the best.

  If you even consider hiring because of policy over the best candidate you will be doing yourself, the company and that person a dis-service. It is your duty to do your best for that company which means recruiting and hiring the best. This allows your company to do the best for it's customers and leading the industry.
  If you consider slacking off and hiring someone that truly doesn't deserve the job then you have broken your contract with your employer by not giving them the best you've got.

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  tthornton12/21/07 Report as spam
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  RE: Quantifying Minority Hiring

  The advice in the article to raise the question all the way up to the CEO is silly. You're a manager because they expect you to handle your own issues and manage thru ambiguity!
  
  The answer is really simple - you hire the best person for the job, period! Getting to that answer is the hard part...white women in the workplace are often intimidated by black women, and have a hard time managing them. You should really think about how you formed the impression that the white male is the best candidate...does he have better ideas because he thinks like you? Does he have greater leadership potential because You traditionally see men as leaders...these are harder questions to answer.
  
  The bottom line is that we all bring biases into the workplace and having a diversity policy is a good place to start when trying to avoid discrimination that ultimately hurts the company. So consider the diversity initiative to be a strategic value-add to the company, take a good hard look at your natural biases and opinions (we all have them), then reconsider your evaluation of the candidates. If the white male candidate still seems to be the best choice - hire him!

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  eastalton12/21/07 Report as spam
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  RE: Quantifying Minority Hiring

  The real issue here I see the preference (bias) for a minority female over a (dreaded) white male. Isn't this the same problem only in reverse?