I'd suggest having an honest conversation about your concerns: "We're looking for the best fit, right? Not just a non-white to tick off a diversity box?" Race is a very sticky subject, but I think your intentions are headed in the right direction.

Your concern is totally valid. Not hiring someone because they're a straight white man is discrimination based on sexual orientation, race, and sex (at least two of those are illegal, depending on your state). However, in some cases, innate features may make them less likely to be the "best person" for a given position (ie. Rachel Dolezal).

It is worth point out that diversity is incredibly important with community outreach. I have co-directed a community outreach program for ~4 years. White America can seem really monolothic to minorities, almost to the point of being something to be distrusted or even feared.

It's a basic fact of humanity that we prefer people who look like us, sound like us, and pray like us.

It's also a basic fact that racism exists, and that it can occur to anyone at any time. That is, not hiring someone because they are white and not hiring someone because they are asian is equally racist behavior (literally, discrimination on the basis of race). Your concern about the way your organization is handling this is heartening! You want the right person for the job.

It's important to acknowledge that the "best person" and the "right person" aren't always the same person in an applicant pool. Sometimes, the "best person" has amazing technical chops, but clashes terribly with management or has a history of insubordinate behavior. The "right person" might have less honed technical skills, but fits the culture and vibe of the organization more cleanly.

In the case of an outreach program, it's really important to have individuals available who can relate to the people, culture, and custom they're reaching out to. A Jewish community has different needs and customs than a Haitian one, different than an Islamic one, and different than a Hispanic one.

I'd suggest having an honest conversation about your concerns: "We're looking for the best fit, right? Not just a non-white to tick off a diversity box?" Race is a very tricky subject, but I think your intentions are headed in the right direction.

Your concern is totally valid. Not hiring someone because they're a straight white man is discrimination based on sexual orientation, race, and sex (at least two of those are illegal, depending on your state). However, in some cases, innate features may make them less likely to be the "best person" for a given position (ie. Rachel Dolezal).

It is worth pointing out that diversity is an incredibly important aspect of community outreach. I have co-directed a community outreach program for ~4 years. White America can seem really monolithic to minorities, almost to the point of being something to be distrusted or even feared.

It's a basic fact of humanity that we prefer people who look like us, sound like us, and pray like us.

It's also a basic fact that racism exists, and that it can occur to anyone at any time. That is, not hiring someone because they are white and not hiring someone because they are Asian is equally racist behavior (literally, discrimination on the basis of race). Your concern about the way your organization is handling this is heartening! You want the right person for the job.

It's important to acknowledge that the "best person" and the "right person" aren't always the same person in an applicant pool. Sometimes, the "best person" has amazing technical chops, but clashes terribly with management or has a history of insubordinate behavior. The "right person" might have less honed technical skills, but fits the culture and vibe of the organization more cleanly.

In the case of an outreach program, it's really important to have individuals available who can relate to the people, culture, and custom they're reaching out to. A Jewish community has different needs and customs than a Haitian one, different than an Islamic one, and different than a Hispanic one.

Diversity is incredibly important with community outreach. White America can seem really monolothic to minorities, almost to the point of being something to be distrusted or even feared.

It's a basic fact of humanity that we prefer people who look like us, sound like us, and pray like us.

It's also a basic fact that racism exists, and that it can occur to anyone at any time. That is, not hiring someone because they are white and not hiring someone because they are asian is equally racist behavior (literally, discrimination on the basis of race). Your concern about the way your organization is handling this is heartening! You want the right person for the job.

It's important to acknowledge that the "best person" and the "right person" aren't always the same person in an applicant pool. Sometimes, the "best person" has amazing technical chops, but clashes terribly with management or has a history of insubordinate behavior. The "right person" might have less honed technical skills, but fits the culture and vibe of the organization more cleanly.

In the case of an outreach program, it's really important to have individuals available who can relate to the people, culture, and custom they're reaching out to. A Jewish community has different needs and customs than a Haitian one, different than an Islamic one, and different than a Hispanic one.

Once again: your concern is totally valid! Not hiring someone because they're a straight white man is discrimination based on sexual orientation, race, and sex (at least two of those are illegal, depending on your state). However, in some cases, innate features may make them less likely to be the "best person" for a given position (ie. Rachel Dolezal).

I'd suggest having an honest conversation about your concerns: "We're looking for the best fit, right? Not just a non-white to tick off a diversity box?" Race is a very sticky subject, but I think your intentions are headed in the right direction.

I'd suggest having an honest conversation about your concerns: "We're looking for the best fit, right? Not just a non-white to tick off a diversity box?" Race is a very sticky subject, but I think your intentions are headed in the right direction.

Your concern is totally valid. Not hiring someone because they're a straight white man is discrimination based on sexual orientation, race, and sex (at least two of those are illegal, depending on your state). However, in some cases, innate features may make them less likely to be the "best person" for a given position (ie. Rachel Dolezal).

It is worth point out that diversity is incredibly important with community outreach. I have co-directed a community outreach program for ~4 years. White America can seem really monolothic to minorities, almost to the point of being something to be distrusted or even feared.

It's a basic fact of humanity that we prefer people who look like us, sound like us, and pray like us.

It's also a basic fact that racism exists, and that it can occur to anyone at any time. That is, not hiring someone because they are white and not hiring someone because they are asian is equally racist behavior (literally, discrimination on the basis of race). Your concern about the way your organization is handling this is heartening! You want the right person for the job.

It's important to acknowledge that the "best person" and the "right person" aren't always the same person in an applicant pool. Sometimes, the "best person" has amazing technical chops, but clashes terribly with management or has a history of insubordinate behavior. The "right person" might have less honed technical skills, but fits the culture and vibe of the organization more cleanly.

In the case of an outreach program, it's really important to have individuals available who can relate to the people, culture, and custom they're reaching out to. A Jewish community has different needs and customs than a Haitian one, different than an Islamic one, and different than a Hispanic one.