Facebook Can’t Figure Out How to Diversify Its Staff

A newreportfrom Wall Street Journal reveals that the system Facebook create two years ago to branch out its stave has been for the most part unsuccessful . The organisation awards each recruiter one - point for any newfangled hires in technology who are lily-white or Asian men . Initially , the company awarded each recruiter one - and - a - one-half points if they hire outside that demographic . When that was n’t working , it was upped it to two - points . Facebook employees distinguish the Wall Street Journal that more decimal point were supposed to lead to strong performance reviews and possibly larger fillip for recruiter .

But even awarding recruiter two - points for each various hire has n’t had much of an impression on the troupe ’s demographics . As of July 2015 , 64.4 % of Facebook ’s employee are whitened and Asian males . 26.5 % are blank and Asian adult female . 4.3 % are Latino men and woman , and 1.7 % are Black . ( The remain 3.2 % fall into the “ other ” category . )

“ All of us are lost with diversity , ” a former Facebook recruitertoldthe Wall Street Journal . “ We ’re all rushing and sprinting to get diversity numbers high and higher than other companies . It ’s become a competitory number . ”

Argentina’s President Javier Milei (left) and Robert F. Kennedy Jr., holding a chainsaw in a photo posted to Kennedy’s X account on May 27. 2025.

In July , Facebookblamedits want of diversity on the applicant pool . Facebook ’s head of diverseness Maxine Williams say , “ Appropriate representation in technology or any other industry will depend upon more people have the chance to gain necessary skills through the public education scheme . ”

But Joelle Emerson , chief executive at Paradigm , a diversity consultancy firm that sour with companies like Facebook , toldthe Wall Street Journal that “ there are more black and Hispanic figurer - skill alum than are offered Job with tech firms in the U.S. ”

Facebook declined to comment on whether this points - based system is still in effect . The program might ’ve fail because recruiters do n’t in reality have the power to hire any of the diverse candidates they find ; hiring managing director make those decision . So maybe the company ’s next multifariousness program should target the people actually doing the hiring . Just an idea .

William Duplessie