[AgentOrange1234]

At my FAANG company, our leadership is super unbalanced in favor of white/asian men.

We have some empty words about diversity but no goals or metrics, so nothing effective will actually change.

As a (white, male) manager, I have huge power over who gets to interview. My network is, sadly, largely white/asian and male. So if I don’t even think about it, I will perpetuate the imbalance.

I haven’t seen bonuses tied to diversity. I have seen a promo doc where a manager was praised for increasing diversity, with a greater percentage of women now in his department. I then discovered he had hired 1 woman and 26 men, raising his percentage of women from 0. I’m not kidding.

[Bobbyddxxd]

You could lead by example and replace your own role with a "diverse" candidate?

[AgentOrange1234]

Yes. I’m now close to retirement and am grooming my successor to replace me next year.

For now, I’m focusing my mentorship energy on promising women and minorities, and helping them network.