JPMorgan conducted ‘fake’ interviews of Black candidates, lawsuit alleges – HR Dive

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The bank’s treatment of the plaintiff is part of a decades-long “unbroken pattern of systemic race discrimination against African Americans,” per the lawsuit.
JPMorgan Chase’s behavior toward the plaintiff is part of the bank’s decades-long “unbroken pattern of systemic race discrimination against African Americans, including against its Black customers, employees, and applicants,” per the lawsuit. The bank’s “culture of discrimination infects its policies and practices,” it said.
“Chase’s treatment of [the plaintiff] appears to be part of an insidious practice of fake interviews. Fake interviews occur when a company wants to appear to honor diversity but does not have a genuine commitment to diversity,” according to the lawsuit.
Such practices harm Black applicants and have a disparate impact, the plaintiff alleged.
The plaintiff said an executive recruiter reached out about a managing director/regional executive opportunity with the bank in May 2024 in the Michigan region of JPMorgan Chase’s Consumer Banking, a position nearly identical to one the plaintiff held for Bank of America. However, JPMorgan Chase didn’t ask the plaintiff to provide a resume, which would have documented his experience.
The lawsuit said the bank has stepped back from its DEI commitments after it was no longer “in vogue.”
In March, JPMorgan Chase changed the name of its diversity program from DEI to “DOI,” replacing equity with “opportunity,” according to a memo viewed by HR Dive.
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Unlike last year, the agency also announced an increase to the contribution cap for individual retirement accounts.
A University of Washington study found that participants generally followed the hiring recommendations of biased large language models.
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Get the free daily newsletter read by industry experts
Unlike last year, the agency also announced an increase to the contribution cap for individual retirement accounts.
A University of Washington study found that participants generally followed the hiring recommendations of biased large language models.
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