I agree with the second part of the women: to get more women in your company, or get any kind of diversity for that matter, you have to eliminate the parts of your hiring system (and/or beyond it) that are biased against it. It's upon you to reconcile having a strong company culture with one being open to diversity and not about "people like us" but open to all individuals.
It's not about #yesallwomen, because having more privileged white middle-class women on your team isn't the answer to your problem. If privileged white middle-class women are the only kind of (social, not just superficial) diversity you're willing to have, your problem is that your company values are centered about "people like us" and allowing a female version of "people like us" isn't going to fix it.
There are more undue inequalities and biases out there than the ones against women. Open your eyes towards all of them.
I agree with the second part of the women: to get more women in your company, or get any kind of diversity for that matter, you have to eliminate the parts of your hiring system (and/or beyond it) that are biased against it. It's upon you to reconcile having a strong company culture with one being open to diversity and not about "people like us" but open to all individuals.
It's not about #yesallwomen, because having more privileged white middle-class women on your team isn't the answer to your problem. If privileged white middle-class women are the only kind of (social, not just superficial) diversity you're willing to have, your problem is that your company values are centered about "people like us" and allowing a female version of "people like us" isn't going to fix it.
There are more undue inequalities and biases out there than the ones against women. Open your eyes towards all of them.