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0 pointsthreadweaver343y ago0 comments

I'm looking how diverse candidates from Ivies meaningfully differentiate themselves. Ivies admit to discriminating against Asians, so on average, a BIPOC from an Ivy will be less qualified than an Asian. Why would you hire them, then? The pitch for diversity is always that diverse teams make better decisions, but it's not racial diversity that does it, it's different lived experiences. Companies exist to make money, so how can they turn someone's insight from an underprivileged background into sales when poor people buy less? This was also in the context of an MBA program where the whole purpose is making money. It'd be different for a PM of an app where 100% reach is the goal.

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yieldcrv3y ago

thanks for explaining that, I think there are some assumptions that are flawed in this decision tree.

1) the admissions into the Ivy would be biased, the education should be the same as before, as admissions into Ivy were always biased in some way. So whatever their alumni (and dropouts) were known for in that brand would still be the same.

2) aggregate better decisions due to different lived experiences doesn't mean just selling consumer products to underprivileged people. you're really going to have to work on what people mean by that, "sales to poor people" isn't the whole universe of different lived experiences, there can be other market inefficiencies with a good TAM. very similar to non-revenue based reach.

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