Satire for a Purpose…
Rent-A-Minority: Your Answer to Last Minute Workplace Diversity
A website is using satire to bring attention to a big issue – workplace diversity, or rather… the lack thereof.
“Rent-A-Minority is a revolutionary new service designed for those oh-shit moments where you’ve realized your award show, corporate brochure, conference panel is entirely composed of white men. For, like, the fifth year in a row. Suddenly you’re being called out on Twitter and you need to look not-racist and not-misogynist fast. Actually doing something meaningful to disrupt institutional inequality would be way too much work; so why not just Rent-A-Minority instead?”
Truth is told in jest
“We have a minority for every occasion. Whether it’s a tech conference panel, an awards show, an advert, or a business meeting, we will collaborate to find the right minority for you. All of our minorities have been vetted to ensure they are not “too black” or “too Muslim” or “too much of a Feminist.” We know how awkward that can be.”
THE SERVICE’S FEATURED MINORITIES:
“Mexican, Arab, Mixed-Race Indianish…the Ethnically Ambiguous minority can be whoever or whatever you want her/him to be.”
Cheerful Woman of Color
“Won’t embarrass you by being ‘an angry black woman.'”
Smiling Muslim Woman
“Certified not to support ISIS (or your money back).”
Intellectual Black Guy
“Good for tech conferences. Also available to stand next to you while you say racist things at parties. Because you can’t be racist if one of your best friends is black, obvs.”
But it’s not just all jokes, they also get serious….
“SO HOW DO WE ACTUALLY CHANGE INSTITUTIONAL INEQUALITY?
Not through Rent-A-Minority, obviously. Ultimately it comes down to increasing social mobility by closing socioeconomic gaps. Ensuring equal access to education for everyone. Obviously that’s a big ask and not something that happens overnight. However, companies can help change structural inequality by: 1) drawing attention to the problem; 2) offering paid internships instead of unpaid internships that only wealthy people can afford to do; 3) finding a way to recruit that looks at talent beyond the boy’s club; 4) constantly auditing themselves to see that they are doing what they can to advance the careers of the top talent, no matter race/gender/religion etc; 5) LEARN HOW TO SEARCH. Seriously. It’s not actually that hard to find qualified people who aren’t straight, white, men to sit on your panel.Here is a useful tool to learn how to search. “
On the sites FAQ section, where they confirm that yes, it’s satire:
“Companies tend to be very careful to ensure that their websites contain an acceptable ratio of women and non-white people; on their leadership boards, however, it’s another matter.”
So, what are your thoughts? Share in the comments below.