The conversation around diversity has been intensifying lately, making everyone think about its importance in all areas of life. One recent topic of discussion? The iconic 90s sitcom Friends.
Quinta Brunson, known for her role in Abbott Elementary, recently pointed out Friends for its lack of diversity. While hosting Saturday Night Live, Brunson used her monologue to highlight the absence of Black characters in the beloved show.
Brunson contrasted the diversity on Abbott Elementary, which features the lives of teachers in a predominantly Black, state-funded elementary school in Philadelphia, with the noticeable lack of diversity on Friends. The difference was strikingly evident.
With her well-known wit, she joked: “I wanted to be on SNL back in the day, but the audition process seemed long – so instead, I just created my own TV show, made sure it became really popular, won a bunch of Emmys, and then got asked to host. So much easier, so much easier.”
While the audience chuckled, the underlying point was clear. Brunson continued, “It’s a network sitcom like, say, Friends. Except, instead of being about a group of friends, it’s about a group of teachers. Instead of New York, it’s in Philadelphia, and instead of not having Black people, it does.”
Her playful commentary sparked serious reflection, even from Friends co-creator Marta Kauffman. Kauffman has publicly expressed embarrassment over the show’s lack of diversity and pledged $4 million to support African and African-American studies at a university.
“I’ve learned a lot in the last 20 years,” Kauffman admitted. “Admitting and accepting guilt is not easy. It’s painful looking at yourself in the mirror. I’m embarrassed that I didn’t know better 25 years ago.”
She added, “It took me a long time to begin to understand how I internalized systemic racism. I’ve been working really hard to become an ally, an anti-racist. And this seemed to me to be a way that I could participate in the conversation from a white woman’s perspective.”
The discussion around diversity is far from over, but it’s clear that the conversation has advanced—even for a cherished sitcom like Friends.
CEO Asks One Question That’s an ‘Instant Red Flag’ If Interviewees Try to Answer It
Interviews are dreaded by many job seekers, particularly the infamous “curveball” questions used by recruiting managers and CEOs. The CEO and creator of JKR Windows, an American window installation company, Jefferson K. Rogers, has drawn notice for his unusual interview technique: a trick question intended to weed out unsuitable applicants.
“Impossible” Question: An Assessment of Sincerity and Coachability
Rogers posted his unique approach to interviews on his TikTok channel. He asks a question that he is certain the interviewee will be unable to respond to right away. Although the exact question is still unknown, Rogers stresses that there is no “right” response. The twist is this: The CEO is more interested in the candidate’s approach to the unknown than in knowledge.
What He Looks For:
Sincerity: Is the applicant willing to acknowledge when they don’t know the solution?
Openness: Are they amenable to picking up new skills?
Coachability: Are they open to direction and instruction?
A candidate who tries to make up an answer, in Rogers’ opinion, is showing signs of a potentially troublesome personality—someone who is resistive to learning or hesitant to acknowledge their shortcomings.
Divergent Responses on Social Media
Although Rogers describes this technique as a useful means of determining fit, TikTok users had a variety of reactions.
Supporters: Some argue that the strategy is advantageous because it shows a candidate’s coachability and willingness to learning.
Critics: According to others, it’s a bad strategy that could stop competent applicants from attempting to solve a problem or show their resolve by trying to provide a response. Furthermore, others consider the approach to be manipulative, arguing that it puts a particular response ahead of a true comprehension of the role.
Different Methods for Evaluating Fit
Although the “impossible question” generates discussion, there are alternative methods to assess a candidate’s fit for a role:
Behavioral Interviewing: Highlighting the candidate’s prior experiences and how they responded to particular circumstances can provide important context for understanding how they solve problems and approach new tasks.
Skills-Based Evaluations: An applicant’s suitability for a position can be determined immediately by testing pertinent abilities such technical proficiency, communication, and critical thought.
Fit Between the Work Style and Values of the Company: An interview’s questions and exchanges can reveal whether a candidate’s work style and values complement the company’s culture.
The success of any interview technique ultimately depends on the particular position and business. Although Rogers’ deceptive question might be useful to his organization, it’s crucial to think about other approaches to guarantee a thorough interview process that draws in and selects the top candidates.
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