“We ask for this data because we want to keep ourselves accountable,” says Anilu Vazquez-Ubarri, Goldman’s chief diversity officer and global head of talent. In other words, she says, the bank wants to make sure it is not unfairly discriminating against LGBT applicants.
Under Equal Employment Opportunity Commission rules first implemented in 1978, major employers are required to track their job applicants and employees’ nationality, race, and gender (though applicants are free to withhold the information). While the data is not part of hiring decisions, it can be used in employment discrimination cases that arise. The EEOC, however, does not mandate tracking of LGBT status, though it says federal discrimination protections extend to that community—even if the law does not explicitly say so.
But Goldman, whose benefits package covers sex reassignment surgery, decided to start measuring its own LGBT inclusivity roughly a year ago. Its method is similar to that of the commission: First, it asks candidates to self-identify. Then, it removes the data from the resume and interview process. Finally, after the hires have been made, Goldman checks if the proportion of LGBT applicants is reflected in the eventual group hired.
While the bank isn’t seeking to hit a specific target at the moment, it is hoping to increase its percentage of LGBT employees, which it plans to track on a monthly, quarterly, and annual basis.
Originally Posted by Micki_Finn
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