The coordinated attack on D.E.I. is a vast right wing conspiracy

[Anonymous]

Anonymous wrote:

Anonymous wrote:Good news.
DEI is toxic.

DEI is not toxic. The right wing has made it toxic. I work in a VERY white male industry. They don't even think about including women, let alone people of color. Part of our efforts are just reminding them that they should cast a wider net because clearly, there are other smart people out there. They literally just hire from their individual network, which is all white men. That is what DEI is trying to stop.

I don't always think it's malicious. They just don't even think about how much better they could be.

How about some specifics?

[Anonymous]

Anonymous wrote:https://www.faa.gov/jobs/diversity_inclusion

The feds have got it covered, it’ll all be FINE

“People with Disabilities

Individuals with targeted or "severe" disabilities are the most under-represented segment of the Federal workforce. The People with Disabilities Program (PWD) ensures that people with disabilities have equal Federal employment opportunities. The FAA actively recruits, hires, promotes, retains, develops and advances people with disabilities.

The FAA meets the goals of the PWD Program through a variety of practices:

Targeted Disabilities
Targeted disabilities are those disabilities that the Federal government, as a matter of policy, has identified for special emphasis in recruitment and hiring. They include hearing, vision, missing extremities, partial paralysis, complete paralysis, epilepsy, severe intellectual disability, psychiatric disability and dwarfism.”

One of those is not like the others. This was a good important program for hiring people with serious handicaps. Unfortunately some inartful phrasing has expanded this to include such non-serious handicaps such as anxiety and ADHD. I am very much in favor of backdoor hiring exemptions for someone with severe intellectual or physical disabilities. I am very much not in favor of special hiring programs for someone with mild depression.

[Anonymous]

DEI is against the law.

[Anonymous]

Anonymous wrote:I think most people are just fine with a diverse workforce. That's not an issue at all. Everyone recognizes that the demographics of the US are changing. Particularly for younger people. For under thirty, I believe the US is already a majority minority country. Everyone is accustomed to working with women, people of color, different ethnicities, etc.

Not an issue.

The issue is hiring and promotions. In many organizations, the priority is "DEI." It's not qualifications. It's not talent. It's not inter-personal skills. It's not management capabilities. It's do they fit the right box. And sure, during the "Mad Men" era it was always white men. But that was 60 years ago.

No one has an issue with a good, smart, talented manager who happens to be a black woman that's really good at her position. Presently though, this hyper-fixation on "DEI" above all, has led to a lot of mediocrity in positions of leadership. And that affects morale. That affects the quality of the work. A lot of talented people end up leaving. You see this in particular in NGOs, media, PR, academia, and even investment banking.

A lot of talent leaves because of bad management and the knowledge they have no avenue for progression because they don't fit the right box. And there's nothing they can do about it. People are born the way they are. And of course, that kind of discrimination is what women and minorities have been living with for 400 years.

But no 28 year old white man or woman has owned a slave. They just want to make a career. And in organizations where DEI is the ultimately priority, they are going to move on to organizations that prioritize talent, regardless of the things they can do nothing about - like race, gender, sexuality, There are tons of very talented non-white men who got their positions because of their skill. Those are the organizations where people want to work - not the BS check the DEI box companies where you're dead in the water if you don't match the institutional hiring and promotion priorities.

Your post contains so much bias. DEIA is not just about African Americans. BTW, my agency just hired a white woman as the DEIA representative.

[Anonymous]

What we need is

Disciplined

Excellence
and
I Q

[Anonymous]

Anonymous wrote:

Anonymous wrote:Good news.
DEI is toxic.

DEI is not toxic. The right wing has made it toxic. I work in a VERY white male industry. They don't even think about including women, let alone people of color. Part of our efforts are just reminding them that they should cast a wider net because clearly, there are other smart people out there. They literally just hire from their individual network, which is all white men. That is what DEI is trying to stop.

I don't always think it's malicious. They just don't even think about how much better they could be.

We have laws prohibiting discrimination based on race and gender.

[Anonymous]

Anonymous wrote:

Anonymous wrote:I think most people are just fine with a diverse workforce. That's not an issue at all. Everyone recognizes that the demographics of the US are changing. Particularly for younger people. For under thirty, I believe the US is already a majority minority country. Everyone is accustomed to working with women, people of color, different ethnicities, etc.

Not an issue.

The issue is hiring and promotions. In many organizations, the priority is "DEI." It's not qualifications. It's not talent. It's not inter-personal skills. It's not management capabilities. It's do they fit the right box. And sure, during the "Mad Men" era it was always white men. But that was 60 years ago.

No one has an issue with a good, smart, talented manager who happens to be a black woman that's really good at her position. Presently though, this hyper-fixation on "DEI" above all, has led to a lot of mediocrity in positions of leadership. And that affects morale. That affects the quality of the work. A lot of talented people end up leaving. You see this in particular in NGOs, media, PR, academia, and even investment banking.

A lot of talent leaves because of bad management and the knowledge they have no avenue for progression because they don't fit the right box. And there's nothing they can do about it. People are born the way they are. And of course, that kind of discrimination is what women and minorities have been living with for 400 years.

But no 28 year old white man or woman has owned a slave. They just want to make a career. And in organizations where DEI is the ultimately priority, they are going to move on to organizations that prioritize talent, regardless of the things they can do nothing about - like race, gender, sexuality, There are tons of very talented non-white men who got their positions because of their skill. Those are the organizations where people want to work - not the BS check the DEI box companies where you're dead in the water if you don't match the institutional hiring and promotion priorities.

Your post contains so much bias. DEIA is not just about African Americans. BTW, my agency just hired a white woman as the DEIA representative.

DEIA? Is DEI becoming another alphabet soup acronym as more and more letters are added to it like LGBTQIA+???????

[Anonymous]

Anonymous wrote:

Anonymous wrote:Good news.
DEI is toxic.

DEI is not toxic. The right wing has made it toxic. I work in a VERY white male industry. They don't even think about including women, let alone people of color. Part of our efforts are just reminding them that they should cast a wider net because clearly, there are other smart people out there. They literally just hire from their individual network, which is all white men. That is what DEI is trying to stop.

I don't always think it's malicious. They just don't even think about how much better they could be.

So start your own company and hire whomever you want then.

[Anonymous]

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:I think most people are just fine with a diverse workforce. That's not an issue at all. Everyone recognizes that the demographics of the US are changing. Particularly for younger people. For under thirty, I believe the US is already a majority minority country. Everyone is accustomed to working with women, people of color, different ethnicities, etc.

Not an issue.

The issue is hiring and promotions. In many organizations, the priority is "DEI." It's not qualifications. It's not talent. It's not inter-personal skills. It's not management capabilities. It's do they fit the right box. And sure, during the "Mad Men" era it was always white men. But that was 60 years ago.

No one has an issue with a good, smart, talented manager who happens to be a black woman that's really good at her position. Presently though, this hyper-fixation on "DEI" above all, has led to a lot of mediocrity in positions of leadership. And that affects morale. That affects the quality of the work. A lot of talented people end up leaving. You see this in particular in NGOs, media, PR, academia, and even investment banking.

A lot of talent leaves because of bad management and the knowledge they have no avenue for progression because they don't fit the right box. And there's nothing they can do about it. People are born the way they are. And of course, that kind of discrimination is what women and minorities have been living with for 400 years.

But no 28 year old white man or woman has owned a slave. They just want to make a career. And in organizations where DEI is the ultimately priority, they are going to move on to organizations that prioritize talent, regardless of the things they can do nothing about - like race, gender, sexuality, There are tons of very talented non-white men who got their positions because of their skill. Those are the organizations where people want to work - not the BS check the DEI box companies where you're dead in the water if you don't match the institutional hiring and promotion priorities.

Your post contains so much bias. DEIA is not just about African Americans. BTW, my agency just hired a white woman as the DEIA representative.

DEIA? Is DEI becoming another alphabet soup acronym as more and more letters are added to it like LGBTQIA+???????

People in wheelchairs need to be represented now. Can't have too many ableists in the office.

Americans' emphasis individuality and ID is so stupid. Everyone is special and deserves special treatment just because of who they sleep with in their bed, their race, or whether or not they can now walk. Good grief, when does it end? Will redheads get special diversity considerations now since they're dying off?

[Anonymous]

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:I think most people are just fine with a diverse workforce. That's not an issue at all. Everyone recognizes that the demographics of the US are changing. Particularly for younger people. For under thirty, I believe the US is already a majority minority country. Everyone is accustomed to working with women, people of color, different ethnicities, etc.

Not an issue.

The issue is hiring and promotions. In many organizations, the priority is "DEI." It's not qualifications. It's not talent. It's not inter-personal skills. It's not management capabilities. It's do they fit the right box. And sure, during the "Mad Men" era it was always white men. But that was 60 years ago.

No one has an issue with a good, smart, talented manager who happens to be a black woman that's really good at her position. Presently though, this hyper-fixation on "DEI" above all, has led to a lot of mediocrity in positions of leadership. And that affects morale. That affects the quality of the work. A lot of talented people end up leaving. You see this in particular in NGOs, media, PR, academia, and even investment banking.

A lot of talent leaves because of bad management and the knowledge they have no avenue for progression because they don't fit the right box. And there's nothing they can do about it. People are born the way they are. And of course, that kind of discrimination is what women and minorities have been living with for 400 years.

But no 28 year old white man or woman has owned a slave. They just want to make a career. And in organizations where DEI is the ultimately priority, they are going to move on to organizations that prioritize talent, regardless of the things they can do nothing about - like race, gender, sexuality, There are tons of very talented non-white men who got their positions because of their skill. Those are the organizations where people want to work - not the BS check the DEI box companies where you're dead in the water if you don't match the institutional hiring and promotion priorities.

Your post contains so much bias. DEIA is not just about African Americans. BTW, my agency just hired a white woman as the DEIA representative.

DEIA? Is DEI becoming another alphabet soup acronym as more and more letters are added to it like LGBTQIA+???????

People in wheelchairs need to be represented now. Can't have too many ableists in the office.

Americans' emphasis individuality and ID is so stupid. Everyone is special and deserves special treatment just because of who they sleep with in their bed, their race, or whether or not they can now walk. Good grief, when does it end? Will redheads get special diversity considerations now since they're dying off?

Awwww do you feel left out? There are programs in place to increase men in some professions.

[Anonymous]

They should bring it into sports to at least be consistent and ruin everything evenly. Why half ass it and ruin everything except sports?

[Anonymous]

Anonymous wrote:What we need is

Disciplined

Excellence
and
I Q

Ironically what and who D.E.I. really threatens are mediocre white males. Trust me, there are so so many mediocre white males in C suites it is astounding. They are all terrified that some woman, AA, or Latino will take their place or get the promotion they are convinced they deserve. In my experience the women and minorities that rise to these positions are light years ahead of their white male counterparts because they have had to constantly prove themself and be 10 times better than the white guys to even be considered equal. I’ve also observed over my career that most people screw something up at least once. The white guys get second, third and fourth chances. With a woman or minority, it’s a pow wow with HR whether she /he can be fired and not sue for discrimination. When HR points out that no it’s not consistent with what you’ve done with others aka white males then it’s hand wringing that you can’t fire a minority.

White male privilege and entitlement is insanely strong and prevalent. D.E.I. stuff triggers them and their behavior just intensifies.

[Anonymous]

Anonymous wrote:

Anonymous wrote:What we need is

Disciplined

Excellence
and
I Q

Ironically what and who D.E.I. really threatens are mediocre white males. Trust me, there are so so many mediocre white males in C suites it is astounding. They are all terrified that some woman, AA, or Latino will take their place or get the promotion they are convinced they deserve. In my experience the women and minorities that rise to these positions are light years ahead of their white male counterparts because they have had to constantly prove themself and be 10 times better than the white guys to even be considered equal. I’ve also observed over my career that most people screw something up at least once. The white guys get second, third and fourth chances. With a woman or minority, it’s a pow wow with HR whether she /he can be fired and not sue for discrimination. When HR points out that no it’s not consistent with what you’ve done with others aka white males then it’s hand wringing that you can’t fire a minority.

White male privilege and entitlement is insanely strong and prevalent. D.E.I. stuff triggers them and their behavior just intensifies.

Hey I’m all for IQ tests to decide who gets hired.

[Anonymous]

DEI is toxic. I think most people see it that way. Here is how it hurts minorities. My kid is brown and born in Latin America. He is in a top magnet school where we live. My kid is smart and surpassed the admission criteria. While I was waiting to hear if he got in, people would tell me not to worry because he is Latino. People tell me not to worry about college because he is Latino and an immigrant.

See that is the problem. People just think he got on based on those stats and not merit. I want my kid to get in on merit. I worry if forcthe rest of his life peoplecwill say, "He got the job because he is Latino and an immigrant."

[Anonymous]

Anonymous wrote:DEI is toxic. I think most people see it that way. Here is how it hurts minorities. My kid is brown and born in Latin America. He is in a top magnet school where we live. My kid is smart and surpassed the admission criteria. While I was waiting to hear if he got in, people would tell me not to worry because he is Latino. People tell me not to worry about college because he is Latino and an immigrant.

See that is the problem. People just think he got on based on those stats and not merit. I want my kid to get in on merit. I worry if forcthe rest of his life peoplecwill say, "He got the job because he is Latino and an immigrant."

We need more DEI surgeons in liberal urban hospitals to fix this nonsense once and for all.