This is a really interesting article about how hiring decisions frequently get made with respect to middle and upper level entry positions in professional organizations, such as law firms and banks.
When employment discrimination law was in its infancy, everyone recognized that a significant barrier to hiring minority candidates was the so-called "Old Boys Club" mentality in recruiting and hiring staff that essentially sought to hire people who looked like the interviewers. Apparently, notwithstanding the best efforts of the EEOC, internal training, videos, coaches, and lawsuits to eliminate this mindset, the trend is very much alive. The article documents studies showing how crucial it is to go to the right school and develop the right social mores because job interviewers who are the gatekeepers for these positions filter people immediately based on these type of factors.
If the article's conclusions are correct, then the so-called diversity efforts throughout the country are totally worthless because they focus on the wrong issue. I don't have an easy solution, but I think I have a better understanding of the problem after looking at this article and its underlying data.
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