Not sure about banking, but at least in tech, you'd be a horribly incompetent hiring manager in the US if you couldn't attract a diverse pool of candidates.
I mean, horribly incompetent.
Like, what'd you do? Post your job ad in the mens room of a cracker barrel in rural Arkansas? How'd you manage it?!
At age 60, I have worked with exactly one black programmer. I've only interviewed one black programmer (who was actually from Africa, not an American).
Unless things have drastically changed recently, I have no idea how normal companies can find black programmers. As I understand it, the FAANGs are able to hoover up a lot of the diversity to meet their DEI goals, because they can outbid everyone else.
I worked in Big Tech for years and saw very few black programmers.
Then I work for an insurance data provider based out of Atlanta and I met loads. It's mostly about the proportions of said people within commutable range of your office.
I wish that were the case. I would have loved to have a more diverse pool of candidates apply. This was a mid-sized tech company (1500 employees) that is very well known in its vertical. We'd post job openings on Twitter, LinkedIn and the company website at least.
Yet the pool of US-based applicants was anything but diverse. Very few women and almost zero URM (Under-represented minorities). Also the candidate diversity was worse for more senior levels.
Maybe offer hiring bonuses to diverse candidates. Many people are secretly diverse, they just need a bit of motivation, to disclose they are non-binary or queer!
Also it is very important to respect privacy. Many people have a family, that does not know about their secret gender identity or secret sexual orientation!
Really? I'd guess for the typical tech job posting your applicants will be 90% male and 90% under age 30. Racial diversity may vary but will be mostly White, Asian, or Indian.
I mean, horribly incompetent.
Like, what'd you do? Post your job ad in the mens room of a cracker barrel in rural Arkansas? How'd you manage it?!