Ever since Bloomberg reported back in May that J.P. Morgan is employing algorithms to predict employee transgressions, it’s become apparent that big data has inveigled its way into investment banks’ human resources functions. In future, your employee profile – based upon hard, quantitative data about your performance (or lack of it), benchmarked against the profile of others in your job – will be important. Never has it been so important to look good in binary.
Goldman Sachs doesn’t seem to have reached the same stage of HR data evolution as J.P. Morgan, which is working on a pre-crime system where minor violations past predict major violations in the future. However, the firm is looking for a data professional to work on its human resource information system which contains ‘worker profiles’ and requires pattern analysis.
Goldman didn’t respond to a request for information about it’s HR data efforts. However, the firm released a set of hitherto unreported information in its hitherto unreported 2014 environmental, social and governance report earlier this year. Taken from this report, the table below suggests that, racially at least, the profile of the perfect Goldman Sachs executive is pretty clear: it helps to be white and male. Notably, Asians make pretty good ‘officials & managers’ but don’t seem to progress much beyond that…
(Photo credit: Matt Champlin)