> However the other side of the equation, if there some aspect of the workplace ( such as say every important meeting are at 8 AM) are needlessly preventing certain people of expressing their talent... we should also look into it.
This is a disingeuous point of comparison, because this is a behavior that can easily be corrected. Just set an alarm clock like everyone else. On the other hand, I cannot correct the fact that I am from a non-minority background. How is it in any way fair for me to be disadvantaged in the hiring process for something I cannot control?
> Maybe look into the statistics to see if usually those type of candidate would have been rejected.
This sounds like a question asked in bad faith. Rather than analyzing hiring outcomes by background, does it not make a lot more sense to analyze hiring decisions based on interview performance, totally independent of race/language/gender/etc.
If this data is then correlated against race, and hiring decisions are provably equitable across races, then great! But anecdotal evidence suggests this is not the case.
This is a disingeuous point of comparison, because this is a behavior that can easily be corrected. Just set an alarm clock like everyone else. On the other hand, I cannot correct the fact that I am from a non-minority background. How is it in any way fair for me to be disadvantaged in the hiring process for something I cannot control?
> Maybe look into the statistics to see if usually those type of candidate would have been rejected.
This sounds like a question asked in bad faith. Rather than analyzing hiring outcomes by background, does it not make a lot more sense to analyze hiring decisions based on interview performance, totally independent of race/language/gender/etc.
If this data is then correlated against race, and hiring decisions are provably equitable across races, then great! But anecdotal evidence suggests this is not the case.