Skip to main content

They are building diversity!, But Why this way?

 Ever wondered why US employers ask you to disclose your ethnicity?


They are building diversity!
Ref and Courtesy: https://www.ft.com/content/df7ff9b0-55ff-4b7e-8f86-139a4832f4a3


Would it surprise you if you knew that while Black is an ethnic group due to their African origin/roots/DNA (identity?), the largest group "White" is not defined as such!
I am amused to see, Asians form a larger percentage of the workforce pie in the Big4 than the Black have!
While Hispanics share matches head to head with Blacks in these Big4 in, Deloitte US has no mention of Hispanics! Maybe , because, Deloitte, considers and reports or not, ethnicity different than "Race"! Sounds complicated? Let me know what you think is ethnicity and race understanding in the US workspace!

I leave you with a thought for the MNC firms (Partnerships, Listed or Fortune500, etc.), who care about #diversity #building so much have ONE understanding of the US diversity and the other in rest of the world! Consider India or China; would Big4 define the same or similar ethnic diversity groups here as they have for the US? The Race vs Ethnicity, Blacks vs Whites? Think for why and why not!
If we stopped being biased, prejudiced, discriminating based on color, age, race or ethnicity, belief of customs, cultures and history, we would build a truly bias-agnostic workplace!
Doing social justice shall be left to the law makers of the nations!

Comments

Post a Comment

Popular posts from this blog

What is The Hay Group Total Reward Framework

The Hay Group Total Reward Framework A new way of understanding reward Reward strategies must be anchored in business reality to be effective. Which means linking it to your business strategy – and the needs of your employees as well as your organisation. Our Total Reward Framework helps you optimise reward, no matter how challenging the conditions. The issue Remuneration tends to be one of the worst-managed parts of an organisation’s cost structure. But with 10-70 per cent of total costs wrapped up in it, reward cannot be ignored, particularly in a downturn. To be effective, reward programmes must reflect the needs of the business, now and in the future. Only if they are tied closely to company strategy, business performance and the needs of employees can reward programmes deliver the ROI that is needed in tough times[MK1] . The Hay Group Total Reward Framework takes strategy as a starting point – and it focuses on total reward: every financial measure together with no...
2 comments
Read more

Aon Hewitt Total Rewards Framework

Aon Hewitt Total Rewards Framework The Aon Hewitt model and approach believes in considering Total Rewards as a business tool and very much linked to overall business objectives! Reward as understood is a very complex mechanism and some efforts of correcting the base pay and titling in a hurry by many MNCs in India have done a bigger crime by trying to correct it by market adjustments without looking at the talent map, complexity and expectations out of role and mapping it against the benchmark. Titles in India are a big misnomer and hardly any survey on compensation ever probes and captures and calibrates the tangible outcome based bench marking! If we dive deep, we will find that the key factors of Education, Experience and Quality of Education, Quality and relevance of experience and education are not calculated granular! A diploma holder technical manager gets the salary benchmarked for the top T-school manager with top quality experience in a challenging and break-through...
Post a Comment
Read more

Why Organizations are so BAD at Talent Management? A curious case below..

Founded in 2019 in South San Francisco,   ProcDNA has grown 2x in 24 months....from 100 to 200 as of Feb 25th as you see the snapshot below. I was looking at their India staff data looking actively for jobs as evident on Naukri.com, a leading job portal in India. For past 30 days, 39 staff in India looking out actively. If you check for past 2 months, this number inflates to 49. Median tenure of staff here is 8 months.  What interests me are the following: 27 jobs posted on LinkedIn and 9 out of them are just repetitions. Same job posted many times (5x at times).  There is only 1 Director level job is up there as far as senior open roles are concerned. Many jobs have titles like Senior/Associate/Assistant Engagement Lead, etc.  Below are 4 senior staff in key roles who are active on Naukri.com , looking for next job.  What's wrong here? Nothing....they are just looking out...:) ....But that's a self fulfilling thought, right, especially when you are the co...
Post a Comment
Read more