DEI and blaming feedback on racism

[Anonymous]

Anonymous wrote:

Anonymous wrote:I am BIPOC but not Black. I totally feel you OP. Agree with the PPs that it is natural for some people to try to use DEI efforts to their advantage. Definitely had a coworker who did this, was one of the most outspoken DEI advocates and was later fired because they were caught stealing. These people are the worst.

I think it is also legitimately difficult to tell when bias occurs, and we do know that it does happen. The problem is you can rarely prove it. Current DEI thinking tries to counter this by asserting that BIPOC people especially Black people are constantly mistreated in the workplace. Anyone who questions this thinking is thought of as a barrier to anti-racism efforts. So as a BIPOC person I am constantly being told I am facing microaggressions based on my race and I'm being prompted to try and think of them. Actually, I am not being constantly mistreated, and I think isolated instances of mistreatment I experienced were based on factors other than my race.

I have another coworker who has basically said she thinks she is smarter than everyone else because she is Black and had to overcome more to get here. She dismisses most criticism as racism and ignores our feedback and contributions. She is actually really smart but she's not always right! And I can point to specific ways in which she is treated much better than I am.

Regarding being able to tell, both internally and externally when bias occurs, I can understand completely how to catch internal bias. But how can one tell when one is free of internal bias? Also is there a way to convey that to someone else? Are all people racist or are some people not, and if not, what enables a person to say, “This person is not racist?”

Everyone has biases and commits micro aggressions. The question is do you make efforts to avoid doing so?

[Anonymous]

Don't overthink things. If you're making decisions based on business considerations then that's what you're doing, no more and no less. Subordinates trying to reframe the issue to make it something it is not doesn't make their characterizations legitimate or valid in any way. Thank them for their feedback and don't engage further. If they want to complain in some forum, they have the initial burden of proof.

[Anonymous]

Anonymous wrote:

Anonymous wrote:Looking for some genuine advice and perhaps just ranting.

I am someone who definitely believes systemic rasism exists and is pervasive. But I also think it’s being used as a crutch and I don’t know how to reconcile the two.

I am a senior leader at my company. I have to make hard decisions on things, deciding how we move forward with strategy and where we invest. In other words, I have to say no a lot. I always work to explain my decisions and paths to getting to a yes. Most of the time folks are understanding. But in recent months I’ve had three separate times where I’ve had to say no or give feedback to a staff member of color (typically on the senior end of mid level). In each of these cases I’m met with the response that I’m being racist and only say no or taking action or whatever it might be because that staff member is Black. I am very careful to check my biases, and I’m confident that I would make the same decision regardless of who the staff member was given the circumstances. But it doesn’t stop accusations of racism from flying and a true guilt trip to get me to say yes.

I admit I may have more internal bias than I realize but I am confident racism was not at play in these decisions. It is had for me to not feel like I have to tip toe around these staff members for fear of being accused of racism… and that just makes things worse because then I am treating them differently.

I just feel like I’m damned if I do damned if I don’t in this situation.

Is it one staff member complaining three times or three separate staff members each complaining once?

If it's the second then the problem is you.

I’d second this. Especially if these are more seasoned staff in a corporate environment, if it’s a bunch of zoomers, my opinion changes.

[Anonymous]

This is consistent with what the recent movement was supporting but you might not have been paying attention.

If something bad happens or is done by an AA, it’s the result of systemic racism. You yourself said the words in your OP.

If you truly support DEI then you believe that systemic racism resulted in the AAs on this team doing something unfavorable. Technically they should get a pass since they are AA. Isn’t that equity?

You reap what you sow.

[Anonymous]

AAs are being told over and over that everything bad is a result of racism. Eventually there’s some sort of consequence from this. They are being told they are victims and believe it. When their mean white boss tells them they are doing something wrong their subconscious mind is going to jump to “racism.”

[Anonymous]

OP, why did you title the post "DEI and blaming feedback on racism"? Why not just "blaming feedback on racism"

Is it because you view the black middle managers as there because of DEI? That is indicative to me of an issue.

[Anonymous]

Anonymous wrote:OP, why did you title the post "DEI and blaming feedback on racism"? Why not just "blaming feedback on racism"

Is it because you view the black middle managers as there because of DEI? That is indicative to me of an issue.

But that’s the problem with DEI being part of hiring decisions.

[Anonymous]

Anonymous wrote:

Anonymous wrote:OP, why did you title the post "DEI and blaming feedback on racism"? Why not just "blaming feedback on racism"

Is it because you view the black middle managers as there because of DEI? That is indicative to me of an issue.

But that’s the problem with DEI being part of hiring decisions.

+1. Seriously people need to get real - it necessarily follows from having DEI and affirmative action policies that people will assume/question that DEI or affirmative action is part of the reason a minority is hired or admitted or whatever. I’m Black and am sick of liberals pretending like these policies don’t have an awful stigma/downside for us supposed “beneficiaries.”

[Anonymous]

Anonymous wrote:OP, why did you title the post "DEI and blaming feedback on racism"? Why not just "blaming feedback on racism"

Is it because you view the black middle managers as there because of DEI? That is indicative to me of an issue.

Probably because her company is big on DEI and that’s part of why her tiresome employee has the permission structure in place to dismiss reasonable feedback as racism

[Anonymous]

Anonymous wrote:Is it one staff member complaining three times or three separate staff members each complaining once?

If it's the second then the problem is you.

This is not remotely accurate or sensible. Fails the basic logic test massively.

[Anonymous]

I'm Black and currently dealing with what I think is racism at work but it's not overt enough for me to call it out and I don't want to be labeled or have any issues with HR. The subtlety of it has led to depression and anxiety on my part.

I also have a family member who asserts that any slight towards her is racism which clearly isn't true.

There's no universally correct solution to OP's situation. The employees may genuinely be concerned they're being treated differently because of their race and OP may truly feel that it's not the case. But racism is real and Black people such as myself can't help but jump to the conclusion that it's happening because it's so pervasive. Most of us wish it's something we didn't have to consider at all.

The previous suggestion to document problematic behaviors for all employees is a good one as long as you do it every single time.

[Anonymous]

Anonymous wrote:Looking for some genuine advice and perhaps just ranting.

I am someone who definitely believes systemic rasism exists and is pervasive. But I also think it’s being used as a crutch and I don’t know how to reconcile the two.

I am a senior leader at my company. I have to make hard decisions on things, deciding how we move forward with strategy and where we invest. In other words, I have to say no a lot. I always work to explain my decisions and paths to getting to a yes. Most of the time folks are understanding. But in recent months I’ve had three separate times where I’ve had to say no or give feedback to a staff member of color (typically on the senior end of mid level). In each of these cases I’m met with the response that I’m being racist and only say no or taking action or whatever it might be because that staff member is Black. I am very careful to check my biases, and I’m confident that I would make the same decision regardless of who the staff member was given the circumstances. But it doesn’t stop accusations of racism from flying and a true guilt trip to get me to say yes.

I admit I may have more internal bias than I realize but I am confident racism was not at play in these decisions. It is had for me to not feel like I have to tip toe around these staff members for fear of being accused of racism… and that just makes things worse because then I am treating them differently.

I just feel like I’m damned if I do damned if I don’t in this situation.

So why are you allowing colleagues to accuse you of racism? If someone made an accusation like that at me, I'd be in the HR office faster than you could turn around.

Don't be such a wimp, OP.

[Anonymous]

Anonymous wrote:

Anonymous wrote:OP, why did you title the post "DEI and blaming feedback on racism"? Why not just "blaming feedback on racism"

Is it because you view the black middle managers as there because of DEI? That is indicative to me of an issue.

But that’s the problem with DEI being part of hiring decisions.

Who said it was part of the hiring decisions? Who said that OPs work place even has a DEI program? Or if it does, that it extends to hiring? Or that it extended to hiring the blacks OP is dealing with. In fact DEI isn't mentioned at all in the text of the OP. OP clearly sees blacks faces and thinks "DEI" apparently.

OP's entire way of framing the topic lends credence to the allegations of that he/she is racist.

[Anonymous]

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:OP, why did you title the post "DEI and blaming feedback on racism"? Why not just "blaming feedback on racism"

Is it because you view the black middle managers as there because of DEI? That is indicative to me of an issue.

But that’s the problem with DEI being part of hiring decisions.

Who said it was part of the hiring decisions? Who said that OPs work place even has a DEI program? Or if it does, that it extends to hiring? Or that it extended to hiring the blacks OP is dealing with. In fact DEI isn't mentioned at all in the text of the OP. OP clearly sees blacks faces and thinks "DEI" apparently.

OP's entire way of framing the topic lends credence to the allegations of that he/she is racist.

I don't think it lends credence to accusations of racism. But, why don't we ask?

OP, why did you include DEI in the topic line if you didn't address it in the body?

[Anonymous]

So three different POC have come forward with this? You’ve heard the saying about aholes right? Maybe it IS rooted in some truth.