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> I'm against different criteria for people based on race.

Take away affirmative action and any explicit race-based admissions and hiring programs and we’re still left with different criteria based on race. For example, it’s been shown that resumes with names perceived as “Black” get less attention than those with names perceived as “white”[1][2].

In another of your comments you acknowledged that such discrimination does still exist and that we should work to eliminate it. What does that mean? Educating people about it, right? Perhaps implementing a blind screening process?

Everywhere I’ve worked, such programs were part of the DEI group. Now, all of those programs are gone. How can we work to eliminate still-existing discrimination if we can’t even talk about it anymore?

[1] https://www.forbes.com/sites/janicegassam/2024/04/17/new-res...

[2] https://www.nber.org/digest/sep03/employers-replies-racial-n...

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s1artibartfast a day ago | parent [-]

I would 100% support blind screening and application where possible. Also educating recruiters and diversifying pipelines. My job had the latter, and I supported it.

What I don't approve of was my annual bonus depending hitting on targets for % minority hires. That shouldn't be on my mind when I'm interviewing candidates.

	▲	fzeroracer 21 hours ago \| parent [-]
		Blind hiring does not actually work, it's essentially Recruitment Theatre as a way of making you feel like the interview process is more fair when it's actually more discriminatory. There's been studies on this effect where they've attempted to anonymous names, backgrounds and other personal details but it often has little effects or even an opposite effect. People are really good at finding accurate proxies for their bias unfortunately. And it only really works until you get to the actual interview phase which is a really small portion of the process. So you end up with a recruitment pipeline that's racist but now in the opposite direction.