Comment by wkat4242
Soft quotas are not great but at my work (also a huge multinational but headquartered in Europe) we just use stats as a guide. Obviously if a country has 30% people of a certain ethnicity and in your employ it's 2% you're doing something wrong. We use that to measure hoe effective we are at combating bias and prejudice, what works and what doesn't. I wonder if that's sometimes regarded as a 'soft quota' but it shouldn't be.
We don't fix this with hiring targets. We hit the root cause with training for HR and management (and also some for all employees in the yearly mandatory training package). Recognising hidden bias, challenging people to bconsider their reactions.
And then measure the performance with stats, but not just force them. That's lazy and only fixes the problem on paper. Window dressing. Diversity is more than the hiring process anyway, a huge part is discrimination on the work floor. Often not by managers but co-workers, so we give management skills to deal with that.
Maybe in US big tech this is common but those are all pretty immoral companies anyway. See how quickly they pivoted to sucking up to Trump. The world is much bigger than the US and big tech.
>Obviously if a country has 30% people of a certain ethnicity and in your employ it's 2% you're doing something wrong.
Do you apply this to everything? Like say, a sports team?
>The world is much bigger than the US and big tech.
Anything impressive to show for it? Because it really seems like all this focus on diversity is your downfall not your strength.