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[quote=Anonymous][quote=Anonymous][quote=Anonymous][quote=Anonymous][quote=Anonymous][quote=Anonymous][quote=Anonymous][quote=Anonymous][quote=Anonymous][quote=Anonymous][quote=Anonymous][quote=Anonymous][quote=Anonymous]Sounds like you have put zero effort into mentoring her. This is going to be on you, boss.[/quote]

A 40+ YO with that level of experience shouldn’t need that level of mentoring. Sounds like she’s skated through her entire career[/quote]

DP. I’m not sure she needs mentoring but she certainly needs regular feedback and clear communication. OP is totally unclear about what “focusing on other’s work” means. Generally people don’t work in isolation, so if she sees some issues or room for improvement in other people’s work, that could be totally normal and relevant to her own work. I would not discount the possibility of her coworkers reacting poorly to perceived criticism by a black woman new to the job. In any event it is clear that OP is not going to do anything to make this better. An internal transfer would be the best move. Termination will likely result in a lawsuit, possibly a successful one, because OP is in fact giving major vibes of treating the employee differently based on race & gender. [/quote]

I’m really not getting those “vibes” from OP. OP just seems like a lazy manager.[/quote]

Well laziness is what makes things like implicit bias become more relevant. OP is too lazy to actually train his employee or support her properly. Much easier to blame it on “cultural misfit” in a way that amounts to unequal treatment. I wish OP would say more about the “scope” issues. I bet you anything that the white coworkers are mad at how the black woman “aggressively criticizes” or whatever. [/quote]

Or maybe she’s just not a good hire.

You can’t advocate for DEIA requirements and then get mad when people strive to meet them.
[/quote]

um what?[/quote]
I didn’t write anything unclear.

DEIA is Diversity, Equity, Inclusion and Accessibility (DEIA).

Many organizations are using guidelines for this to make requirements around hiring. When you hire someone of a particular background it’s a positive. So, the goal is not to hire unqualified people of a particular background. It’s to hire QUALIFIED people, which OP stated he believed to have done.

So, saying well you’re so biased and bigoted because you noticed her race is pretty stupid.

The point of DEIA is to notice. Remember if you don’t see color you don’t see me?!

[/quote]

You think the point of DEIA is to discriminate based on race?[/quote]

DP. Please enlighten us as to what the point is instead of being all “um what” and feigning ignorance.[/quote]

I’m not feigning anything. I made the point that OP and team may actually be acting in a biased way, and PP tried to make an idiotic gotcha point about diversity. [/quote]

Actually I considered that maybe you were actually asking what DEIA was, because your response was so obnoxious I couldn’t imagine you meant it that way.

If you truly think DEIA doesn’t “discriminate” based on race, you don’t understand why it exists. That doesn’t mean I’m against it. In fact, I’ve participated for many years in activities to engage it in my work environment. But it DOES discriminate. That’s the whole point of it. [/quote]

That may be true, but it's irrelevant here since OP said she was the best candidate they interviewed. [/quote]

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