> You can't snap your fingers and decide that you're going to hire up a bunch of minorities to senior positions tomorrow when they don't even exist in college today without sacrificing merit.
You can, if OP's premise is sound - that you can get more diveristy hires simply by expanding the pool of candidates being considered.
I am deeply involved in hiring at Amazon, (and am a bar raiser) and we work super hard to make sure diversity candidates want to apply, are being considered fairly, don't fall through the cracks, but when it comes to the final on-site, it might as well be a blind audition. We teach interviewers to refer to candidates impartially and focus purely on the questions, and answers. The analysis and conclusions is reviewed in a group. There is no way to make a hire decision without supportive data from their performance on the coding test, or in their behavioural experience.
I can't speak for the entire tech industry, but I know at Amazon the bar has absolutely not lowered.
You can, if OP's premise is sound - that you can get more diveristy hires simply by expanding the pool of candidates being considered.
I am deeply involved in hiring at Amazon, (and am a bar raiser) and we work super hard to make sure diversity candidates want to apply, are being considered fairly, don't fall through the cracks, but when it comes to the final on-site, it might as well be a blind audition. We teach interviewers to refer to candidates impartially and focus purely on the questions, and answers. The analysis and conclusions is reviewed in a group. There is no way to make a hire decision without supportive data from their performance on the coding test, or in their behavioural experience.
I can't speak for the entire tech industry, but I know at Amazon the bar has absolutely not lowered.