Someone had a copy of a strategic plan that showed KPIs for hiring women and minorities? What if that proof existed?
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@OP I know for a fact they exist, however with the number of employment attorneys Fidelity has on staff, not to mention expert outside counsel, there is little value is sharing on this forum. Sr management KPI's for the past several years include increasing women and POC in middle and Sr. management positions across the Firm. Which essentially translates to: manage out as many white A0's and dinosaurs via quarterly/annual review ratings, site relocation strategies, and any other means possible. VP's and SVP's are held accountable for executing on the KPI's.
For some reason, following George Floyd, hiring women and BIPOC became the thing to do.
They don’t exactly hide it. Fido still has a DEI management structure.
so, by minority, you mean older, white males
OP’ is trolling
@OP post it here and I will take care of it for you.
It depends on how the KPIs are worded and if there is evidence that discrimination is happening to meet those objectives.
For example something like "Increase women in engineering from x% to y%." by itself might not be a problem as an overall goal. It might lead to changes to the pipeline to increase women applcants (ex recruit at additional schools, attend women's engineering events, expand recruiting sources, etc) which should be okay. Or it could mean hiring managers are being pressured and/or measured against the stated KPIs. This could mean changing the selection process where candidates resumes are being filterd out or hiring decisions between multiple qualified candidates being made because of one's race/gender/age/etc
I would....
- Preserve the document making note of when it was written and by who
- DO NOT GO TO HR. . Have an employment attorney review it privately
- Decide whether or not to report it. I would think something like this would go to the EEOC and NOT the chairman's line or HR since they're just there to protect the company.
Follow the advice of the attorney. If there is discrimination it should be reported regardless of whether you've been directly impacted or not. As long as you're working there you run the risk of retaliation so proceed with caution and follw the attorney's lead.
It would be interesting to see those KPIs
Most companies are aiming to be more diverse and reduce discrimination, but mainly beause this group is percieved as cheaper.
Some companies hate women because child responsibilities, they are women, it's a boys club, preganacy etc.
The question is, what does the KPIs you have say? For or against? Please don't say minorities if you mean H1Bs from a certain country.