indeed - you have this effect in law a bit too

(ie, under representation of class/ethnicities etc)

The answer isn't so much a guaranteed interview scheme (although if you can get your head around the inherent discrimination in such a scheme, it works and has its place) it's outreach programmes that go out and (a) work out why such candidates aren't applying in the first place and (b) do something to encourage and increase their participation. Once you do (b), your pool of potential candidates increases and by a natural process of most employers not being racist khunts, you will see more and more ethnic candidates being hired and promoted.

If I look at law (or at least my part of the profession) part of the reason that it's not as diverse as it should be is simply educational attainment, and that there aren't as many appropriate candidates from ethnic/poorer backgrounds coming through the right universities and getting the right grades in the first place (so even if you wanted to hire them, the available pool isn't always there). And this means, for us, going into schools and getting the message across that such careers are perfectly possible, and steering people in the right way. This is being done (and the successes on gender equality bear it out) but its a slow process.

The other big part is perception - if you see a predominantly white, male middle-class profession then you probably don't think you've got a chance in the first place so you probably don't bother to try.

So a big part of the answer lies in tackling the perception that it's not possible - so you need to be hiring a diverse mix, which means ensuring that you interview and a more diverse range of backgrounds (and the quickest route to that is positive discrimination). The longer term fix is obviously to get more people into the right channels to be in a position to consider and apply for such jobs, but it's a bit checken & egg so unfortunately I think there has to be a role for 'positive' discrimination to make people realise that it's all achievable.

In football, it means getting more black players (and non-players) to want to get into coaching, and getting more of those coaches to want to get into management. But we need the role models and the confidence that, if they get to the point of having the skills/experience to do the job, they have a fair chance. Sadly I think that means things like the schemes that are being mooted.

I hate it, but 'positive' discrimination does work. Although clearly appointing people based solely on skin colour is self-defeating because if they are s**t, it will do more harm than good to see black managers failing and being sacked left right and centre.

(sorry, bit of a ramble and I can't be arsed to proof read it back)

Posted By: CWC on June 5th 2015 at 11:06:22

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