Who is secretly a little relieved to see the end of DEI policies and trainings?

[Anonymous]

I’m at a private co and I think some of the HR trainings and programs went too far. Not necessarily that we hired unqualified people- we didn’t- but we spent way too much time and $ jumping through hoops for HR trainings and following their hiring rules and procedures

[Anonymous]

Yes, but I hate most of HR trainings anyways.

[Anonymous]

I spent so much time on DEI training, and a lot of it I had to do nights and weekends because I was too busy with regular work. All I learned was that DEI instructors are themselves racist, sexist, and ageist.

[Anonymous]

Anonymous wrote:I spent so much time on DEI training, and a lot of it I had to do nights and weekends because I was too busy with regular work. All I learned was that DEI instructors are themselves racist, sexist, and ageist.

Interesting point.

[Anonymous]

Anonymous wrote:I’m at a private co and I think some of the HR trainings and programs went too far. Not necessarily that we hired unqualified people- we didn’t- but we spent way too much time and $ jumping through hoops for HR trainings and following their hiring rules and procedures

DEI seems to have free reign at my firm. Hearing things went too far makes me think of the horrible DEI teacher who went after a beloved principal.

https://nypost.com/2023/08/05/dei-teacher-mocked-principal-richard-bilkszto-who-later-killed-himself-audio/

[Anonymous]

Woman of color in a nonprofit— I think people have implicit bias, but none of this helped. For example, there’s a shadow person of color deputy and asst director under every director in my org. All the directors are white, and the majority are much less competent/experienced/strategic than the people directly under them (who do all the work). I think pointing out these f’n obvious patterns and disparities and demanding what leaders will do about it is more important than some DEI training.

[Anonymous]

I didn’t love every DEI training— there are good ones and bad ones and I get that the bad ones are bad— but I think people who are happy to see the end of DEI training are more likely to be racist than people giving DEI training

[Anonymous]

yes they went too far. Inability to temper this is one of the reasons Trump won and I’m pissed about it.

[Anonymous]

Anonymous wrote:I’m at a private co and I think some of the HR trainings and programs went too far. Not necessarily that we hired unqualified people- we didn’t- but we spent way too much time and $ jumping through hoops for HR trainings and following their hiring rules and procedures

I’m black FWIW and found the entirely enterprise be essentially worthless. I’m not relieved because the current effort is about more than getting rid of DEI; it’s a wholesale effort to dismantle the civil rights infrastructure — not that it should be unassailable, but it’s a much more ambitious project that is likely to lead to folks being affirmatively and unfairly targeted, including on grounds of race and gender, with no legal recourse. That’s the real goal / the DEI foolishness just gave them any easy hook.

[Anonymous]

How secretive about it do we need to be?

[Anonymous]

I think the goal of it was great, butit was not implemented well at most companies who just wanted to “checking the box”.

[Anonymous]

Anonymous wrote:

Anonymous wrote:I’m at a private co and I think some of the HR trainings and programs went too far. Not necessarily that we hired unqualified people- we didn’t- but we spent way too much time and $ jumping through hoops for HR trainings and following their hiring rules and procedures

DEI seems to have free reign at my firm. Hearing things went too far makes me think of the horrible DEI teacher who went after a beloved principal.

https://nypost.com/2023/08/05/dei-teacher-mocked-principal-richard-bilkszto-who-later-killed-himself-audio/

Ugh. D.E.I. provided an open door to personality disordered grifters. And now here we are.

[Anonymous]

Anonymous wrote:I spent so much time on DEI training, and a lot of it I had to do nights and weekends because I was too busy with regular work. All I learned was that DEI instructors are themselves racist, sexist, and ageist.

Then the training worked in showing the depths of “systemic racism” etc.

[Anonymous]

Anonymous wrote:

Anonymous wrote:I’m at a private co and I think some of the HR trainings and programs went too far. Not necessarily that we hired unqualified people- we didn’t- but we spent way too much time and $ jumping through hoops for HR trainings and following their hiring rules and procedures

I’m black FWIW and found the entirely enterprise be essentially worthless. I’m not relieved because the current effort is about more than getting rid of DEI; it’s a wholesale effort to dismantle the civil rights infrastructure — not that it should be unassailable, but it’s a much more ambitious project that is likely to lead to folks being affirmatively and unfairly targeted, including on grounds of race and gender, with no legal recourse. That’s the real goal / the DEI foolishness just gave them any easy hook.

+1. My take is that the Republican establishment was terrified at the legitimate and widespread uprising after George Floyd that unified the races and classes. They embarked on a furious counter-offensive that leveraged and distorted the weakest points and excesses like bad D.E.I. trainings and toxic (yes) reverse racism.

[Anonymous]

It’s like anything else that became trendy and bloomed quickly (I’m talking about the post 2020 growth in DEI trainings focused more on structural racism and implicit bias)—a lot of providers popped up who weren’t very good. I’ve reviewed a bunch of them and it’s really hard to find well done material that is actually helpful. You have to meet people where they are in a way that’s constructive, not merely critical, and recognize the limitations of what can be done in a short training that is given by someone’s employer. Preachers preaching from a pulpit weekly in a venue people voluntarily choose to attend have trouble changing hears and minds — what can realistically be done in a 2 hour mandatory HR presentation?