https://www.citigroup.com/rcs/citigpa/storage/public/Citi-2024-proxy-statement.pdf
13 replies (most recent on top)
Interesting that people are finally starting to say the word Indian. I was beginning to think I was the only one who noticed.
If i interviewed a first candidate and a person is a perfect match for my role, why do i need to run through 3-5 more candidates if i know who I'm picking? what if I'm bringing someone in and know ill be hiring that person, why give other candidates false hope and waste resources on interviews? Ive ran into multiple instances during covid, where my forst 1-2 candidates were flawless, but while it took time to find diverse candidates for interview for a highly technical role, the original person jumped because process took 4-6 weeks after all the interviews. Inclusion and diversity means well in theory, but implementation of it in Citi is just awful. You always hire the best person for the job period. do you go to the hospital and ask for your best black doctor or best woman doctor?
To the person that said that why not strip Mr or Mrs of the resumes and let hiring managers just look at experience.... this was tried as a pilot, and based on the outcome it was rolled back, because even more DEI candidates didn't make the initial cut... don't get me wrong, there are fantastic people of every race and gender, but lets be real, if you are looking for a senior full stack developer, you will have more resumes from an Indian male vs Hispanic woman and when you are looking to interview, you should not prioritize based on race or gender.
I really hope Citi is doing something to make sure they don’t layoff an already skilled proven contributors in order to keep someone who’s not as skilled just to put a check in a DEI box.
I really hope that Citi is doing something to make sure that hiring skilled experienced applicants aren’t placed by the wayside in place of a DEI checkbox.
I really hope Citi is doing something to avoid people putting anyone on a layoff list because they assume they are a DEI hire. Going by what I read here, I would be inclined to think many managers would do that in a heartbeat if given the opportunity.
In fact I have been changed manager, and honestly I get that impression from them and I hate to be back on the having to prove myself twice and work harder than anyone on the team just to prove their whole prejudice of anyone they think got hired because of DEI wrong.
I've already been there many times, worked the hardest, worked the longest, with very little to no reward only to prove that I belong and that I deserve a spot.
Post ID: @1syz+1rVNgQ3P What you wrote is true. I worked in a management strategy team in Citi. I no longer work in that team and transferred out a few years ago. The truth stings.
@1hfm+1rVNgQ3P We are talking about Citi right now and the majority of the hiring managers are white. I've seems groups at Citi that's all Indians/Asians/White. Never seem a team that's all black, more like a group of 40 and only 1 black.
@1jpn+1rVNgQ3P
“once the hiring manager sees you face to face and you are not a certain race do you really think experience counts?” - - - So you’re saying that managers who are black are more prone to hire only black people?!?! and only asian managers will hire asians, and only hispanic managers will hire Hispanics!?!? You sir, are a racist to make such a statement. What a horrible way to look at life.
@1syz+1rVNgQ3P Your resume gets you the interview, once the hiring manager sees you face to face and you are not a certain race do you really think experience counts? Do you really think HR/Recruiters are sending managers unqualified resumes?
What you will hear is "oh not the right fit or over qualified".
White male gatekeepers are the reason why there is a push to have a diverse group of candidates. I really hope you are not a manager
If you ever want to see certain people shudder in fear, make the statement “lets hire based solely off of skill and experience”. It usually draws gasps of fear and disbelief.
What’s wrong with hiring solely based off of skill and experience only. Why give a DEI candidate “an extra 100 points Bob because they tic a box even though their resume is light and they don’t have the skill, we gotta tic that box”. It’d be interesting to……
First you’d have to have a gatekeeper you trust and who’s honest.
Collect your resume’s. Strip off the Mr. and Mrs., all names, all race, location etc…. Call it candidate 1. The next resume is candidate 2. etc……Cull out the weak resume’s based off of what is presented to you on paper. From the resume’s placed into the “keep” stack, interview them for a face to face. You don’t actually see who candidate 1 is until they walk through the door for a face to face interview. The gatekeeper would need to keep track with the candidate number vs. name\contact info etc…
This scenario will never happen but it’d be interesting to see the interview pool.
Now is the time someone chimes in with “How dare you select someone for a job based off of skill and experience, you’re a racist.” and they go off back to snowflake safe space land.
@1rjm+1rVNgQ3P. What is wrong with interviewing a diverse group of candidates? I figured you are interviewing qualified candidates. Were you only hiring white/Indians and ignoring other qualified candidates because of their race?
I've seen unqualified whites got hired/promoted. I've seem qualified Hispanic and blacks not get promoted.
I guess Citi was wonderful when 80% of the population was white and you could freely hire only white or Indian
Racial distribution at Citi ; White, 51.5% ; Hispanic or Latino, 19.3% ; Asian, 14.2% ; Black or African American, 10.8% ; Unknown, 4.2% ...
Asked and answered. The published management response is literally the report requested in this resolution. Whoop de doo.
Diversity is an official metric in management levels. A manager is responsible for diversifying their teams (Black\Hispanic\Female being the 3 criteria). For SVP\D\MD promotions one of the questions was what have you done to improve the structure of your team and if you didn't have a solid answer it was a reason enough not to promote. Getting a diverse member of the team a bigger raise\bonus was much easier compared to White\Indian. In the LOB that I am part off MD sign off was required to hire non-diverse without first going through a diverse slate. You were not allowed to interview candidates without having a diverse interview panel. I've been with various parts of the bank for close to 20 years and unfortunately the past year I've realized that this is a downward spiral and will not get any better any time soon. I've seen teams break apart, colleagues arguing, relationships with partner teams suffer and this is not the place I would want to be. For those that have had comfort here and did enjoy working for Citi can all relate. Resumes should always be updated annually, you should have an established network on LinkedIn, there is nothing stopping anyone from making things right and seeing a better opportunity in another firm. Yes, its sad, but life is not fair, you either make your own destiny or loose sleep of what tomorrow brings.
Obsessed huh?