The training I took was literally just “think about why you prefer candidate a over candidate b. Is it solely because of their qualification or is it because of subconscious prejudice you have against them and is there anything about their background that would bring something extra to the team?” and it wasn’t just women, LGBTQ, or POC that were mentioned. It included neurodivergent people, people with disabilities and even specifically pointed out that heightism was a thing.
Instead, you were taught essentially what was expected of you draped in corporate sensitivity speak, and expected to do your job as intended. Had you not in a broad sense started hiring more in line with whatever demographic alterations the training was meant to get you lean more in favor of (for example, if it was gender-focused and you were not broadly speaking hiring more women than before) there would have been further training. No direct calling out of specific hiring decisions for being the wrong race/gender/whatever. Because the layers of indirection and “awareness building” and “implicit bias training” and the like is done the way it is because a direct corporate mandate to to hire a specific number of a specific demographic would be illegal discrimination so instead you have to walk around the subject until you’ve worn a “hire more of this demographic” shaped trail.
No, I wasn’t. I was taught exactly what I said above. There was no demand to hire more X and less Y explicit or implied. The composition of my team and my hiring decisions was never questioned by anyone even when it was heavily tilted towards white males. I voluntarily brought in more diverse people because if you already have a team of 9 white dudes who all have similar interests and backgrounds they are going to think about problems and respond to them in the same way. Adding women and POC to the mix gave more perspective on issues and just broadened the conversation topics in the office in general, which I think helped morale greatly. There was also a side benefit of bringing a light on a racist individual on my team and two creeps that I was able to weed out after their behavior towards the new hires.
The training I took was literally just “think about why you prefer candidate a over candidate b. Is it solely because of their qualification or is it because of subconscious prejudice you have against them and is there anything about their background that would bring something extra to the team?” and it wasn’t just women, LGBTQ, or POC that were mentioned. It included neurodivergent people, people with disabilities and even specifically pointed out that heightism was a thing.
No, I wasn’t. I was taught exactly what I said above. There was no demand to hire more X and less Y explicit or implied. The composition of my team and my hiring decisions was never questioned by anyone even when it was heavily tilted towards white males. I voluntarily brought in more diverse people because if you already have a team of 9 white dudes who all have similar interests and backgrounds they are going to think about problems and respond to them in the same way. Adding women and POC to the mix gave more perspective on issues and just broadened the conversation topics in the office in general, which I think helped morale greatly. There was also a side benefit of bringing a light on a racist individual on my team and two creeps that I was able to weed out after their behavior towards the new hires.