Thread regarding Wells Fargo & Co. layoffs

Serious question. I haven’t applied for a job in a very long time, nor have i had to deal with hiring in a while.

When you apply for a job does it ask you what your race, gender, or LGBTQ status? I thought asking these questions was not allowed, is that not the case? If they don’t ask these questions, how can they determine they are interviewing a diverse slate of candidates?

About eight years ago, i was hiring a new dev support person. After screening the resumes, we picked our interview candidates and I was asked how many females we were interviewing. My answer was ‘i have no idea!’. Almost every candidate was a foreign name and I had no idea how to pronounce them, much less know what gender they were.

Se-ual orientation isn’t even a question on any of the interviewing forms, so, maybe question the creator of the PPT. I just went through the interviewing process for an internal posting, and never saw or was asked that question.

I still do not understand why being a veteran is considered a diversity channel.

Its a government job. CIA does far more dangerous government work but we dont have a teamworks site for spooks

I have the dam .ppt. It is also on teamwork’s

Sounds like very few people here have actually hired anyone. Any "push" for a demographic is simply a reminder that Wells has aspirational targets depending on current staffing levels. And, guess what? Those goals usually prioritize hiring veterans. So OP has either jumped to a conclusion, is intentionally omitting key information, or completely made this up.

There are some demographics-based rules on the candidate pool for first round interviews needing to be 50% "diverse", but considering all women count towards that diversity, it shouldn't be hard to get 50%.

And if somehow that's even too much for the lizard-brains in the red hats, there's a whole process of assessing each candidate with clear criteria to provide a paper trail of decisions leading up to the final decision that is reviewed both by HR compliance and the hiring manager's LOB to further control against making decisions based on affinity rather than qualifications.

The 8+ year experience is an outdated way of measuring applicants. You should measure your potential hire based on the amount of skill they have in the subject. Such as having a panel interview and questioning them.

This is total BS. If (a big if) this was going around I can say with 100% certainty it wouldn't be on paper. No way

@vgy+1bQiKvYT

So racism is cool, so long as it's directed at the "right people" and is justified by alleged transgressions in the past by people completely unrelated to the applicant. Got it.

“ regarding the hiring metrics with a large focus on g-y and female hiring push”

Wow this is quite the bombshell dude! You really blew the lid off this conspiracy, have you considered fleeing the country? Your life may be in danger with this amount of information to expose.

This is bs. In all my years as a hiring manager, I have never been told to hire someone because of their demographics. Ever. Why? Cause it is illegal. Quotas are
Illegal. Also — to the first person who commented — if you think this rampant hiring is going on of hiring minorities as your grand conspiracy of discrimination, then please explain why less than 30% of managers are people of color or a diversity spectrum (veterans, people with disabilities, women, LGBT). The higher you go up the less it gets — it drops by another 50% once you get to a senior manager role. Hispanics make up about 15% of WF’s work force. African Americans even less. Asians? Try 5%. So maybe you all need to take your paranoid butts and sit down because what you are espousing and claim to know is WRONG. So quit whining about being discriminated against as a white male. Enough. The data disproves all your paranoid racist/sexist/homophobic delusions. Here’s a thought? Actually do some work. Like real work that is good. Then maybe you’ll get promoted. If you don’t like it — there is the door.

Time for EEOC to start an investigation it sounds like.

This is exactly what wrong with DE&I. It forces hiring managers to discriminate. Or at least tries to. Never once in 20+ years as a hiring manager have I made a decision based on demographics and I won't start now. I won't be forced in hiring based on race, color or se-ual orientation. You don't correct racism by forcing it in another direction !!!!!!