CHANEL has hired a new (and the first-ever) Head of Diversity and Inclusion: Fiona Pargeter, who previously helmed a similar role at UBS.
Unable to comprehend the "farce inclusion" backlash from some quarters who are asking why couldn't CHANEL find a woman/man/non-binary person of color to do the job?
There is a similar sentiment across sectors (for instance) in the entertainment business, like for example an able actor playing the role of a differently-abled character or a cisgender person playing a transgender character. In fact, some actors were forced to "voluntarily" step down from playing a certain "diverse" character.
As a diversity champion, I vehemently support the correction of the issue of representation. However, I also believe it's time to move past using the selective diversity card everywhere (I like to describe it as "Square peg in a round hole" syndrome) and just focus on "NOT" excluding anyone, even the people whoconstitute the supposed majority.I believe not to think in Stereotypes.A lot of my diversity colleagues who are working on the issues of representation are from highly represented groups.
Isn't talent & the value the person brings to the table more important criteria? Shouldn't it be first about hiring the best man or a woman for the job irrespective of their diverse characteristics? - Amit Anand