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Originally Posted by Pierre
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Those aren't contradictory though.
There is a difference between hiring someone because they're BAME and setting up a recruitment system that's designed to increase the number of BAME candidates that go to interview and therefore get employed.
That's where blind CVs have been shown to work, at least for opening positions early on in someone's career, because more women and BAME candidates get through to the interview stage in that system. (There is a question of if this is effective for more senior roles later on).
Hugh was responding to your claim that someone is directly hired because they're from a minority demographic. I.E That someone less capable is hired because of it. However in the system Hugh describes that isn't what happens, instead, a more diverse group of candidates get considered and the power of numbers means over enough interviews the percentage of BAME/female candidates that get employed goes up.
---------- Post added at 10:09 ---------- Previous post was at 10:07 ----------
Quote:
Originally Posted by downquark1
admittedly that number must have shifted a bit by now.
stop presenting equality AS bias.
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Bear in mind that the BBC's biggest staffing areas have traditionally been in London (40% BAME) and Manchester (16-17%) BAME as well. In fact with all the talk of representation in media there is the London-effect in play as well. Growing up in London gives a nice step-up for anyone looking to go into the arts or journalism.