Anonymous wrote:

Anonymous wrote:

Anonymous wrote:In my group, we were recently informed that our DEI officer would be "walking alongside us" in our hiring process for 2 positions to make sure they were diverse hires. This means she would participate in application comparative analysis, selecting interview questions, interviews and scoring.

One of the positions had a very specific subject matter focus, think air quality and federal regulation. We got exactly one qualified applicant, who incredibly had a background perfectly matched to the position, we would not have to train her on the project, governmental rules or goals at all. Exciting. But, she was a white lady.

A team member asked the DEI officer how to go about prioritizing subject matter expertise and hiring "diverse voices". She answered clearly, that we need to hire for lived experience and diversity, because the technical stuff can be taught, but lived experience cannot be.

The position was taken down and is in the process of being reposted.

But women fall under the gambit of DEI protection…

This sounds like a whistleblower case. I would call the federal hotline.

DEI = POC.

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:Isn't is supposed to be that you are not precluded from being hired due to your race, background, age, etc if you are qualified? Not that you are automatically disqualified if you are white? Or old? Old is still a popular reason for discrimination.

Older white women get discriminated against a lot in hiring.

They do! I know more than a few older white women who essentially retired post 55/60 because of this. Professional educated women who just couldn't find a reasonable job. Not trying to be the director or big boss. Usually found some type of part time work for which their over qualification greatly benefited the position at the woman's financial sacrifice.

+1

I know a bunch of these people/situations at my place of work - educated white women who take lesser jobs because they actually care about the cause. They paid for and put themselves through grad school, and want to make a difference, and need to earn a paycheck, but can only find part time positions. Often, the best and the brightest and most educated - they have a different take on having to prove themselves. (Ex: if people tend to make assumptions about them, or the POC in the office deem that the white woman is "rich", for whatever reason.)

Now, DEI has stepped in, and our department will only hire POC, and they are willing to train a give tangible, actual opportunities to only POC, not anyone else. Somehow, the white women are supposed to know things totally unrelated to their job, for no apparent reason - they are simply held to different (impossible) standards than POC. Literally nothing is expected of POC, and some don't even do the little work that they are given. It is a lawsuit waiting to happen, especially because they have gotten rid of the best, brightest, most hard working, and most dedicated to the cause, in the meantime. The whole department is imploding, and the powers that be could not care less. POC say "cry me a river!", "Oppression!", "Reparations!", etc, but WTH is anyone to say that white women don't need jobs? Absurd. In my 40's, I am starting to pay attention, and see the blatant discrimination more and more. Don't expect help from other women, either.

Anonymous wrote:

Anonymous wrote:In my group, we were recently informed that our DEI officer would be "walking alongside us" in our hiring process for 2 positions to make sure they were diverse hires. This means she would participate in application comparative analysis, selecting interview questions, interviews and scoring.

One of the positions had a very specific subject matter focus, think air quality and federal regulation. We got exactly one qualified applicant, who incredibly had a background perfectly matched to the position, we would not have to train her on the project, governmental rules or goals at all. Exciting. But, she was a white lady.

A team member asked the DEI officer how to go about prioritizing subject matter expertise and hiring "diverse voices". She answered clearly, that we need to hire for lived experience and diversity, because the technical stuff can be taught, but lived experience cannot be.

The position was taken down and is in the process of being reposted.

But women fall under the gambit of DEI protection…

This sounds like a whistleblower case. I would call the federal hotline.

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:I work for a smallish company (40 or so people) and my company decided we need to begin a DEI learning journey. Now, I understand that everyone has their own priorities in this type of work and also that it's a very personal thing. Why is my company, whose work/clients are not related to DEI (we work in consulting), forcing this on us as a staff? I just want to focus on my work, support my clients/projects, and not have to do all this other stuff that will add hours to the already too short work days.

Why is this a part of our workplace? What if I don't want to have these conversations with my coworkers. I don't want them to know my racial/cultural backgrounds and how I feel about certain issues.

Anyone else dealing with this? It feels forced and uncomfortable.

Sometimes there are contractual requirements or advantages when responding to RFP's to show this kind of effort.

I don't understand the issue, unless one is a racist and lacks compassion, this should not be a big deal.

That is DEI’s biggest scam, and the key to the gaslighting. That anyone who fails to see its “logic” is actually racist. Don’t buy it. Sincerely, a “BIPOC,” as these people like to call me.

Stop lying. No one with a brain believes you.

Why is that? Because you think that black and brown people think and write a certain way? Hmm…

PP is a typical far left progressive who thinks all minority groups think the same way...

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:I work for a smallish company (40 or so people) and my company decided we need to begin a DEI learning journey. Now, I understand that everyone has their own priorities in this type of work and also that it's a very personal thing. Why is my company, whose work/clients are not related to DEI (we work in consulting), forcing this on us as a staff? I just want to focus on my work, support my clients/projects, and not have to do all this other stuff that will add hours to the already too short work days.

Why is this a part of our workplace? What if I don't want to have these conversations with my coworkers. I don't want them to know my racial/cultural backgrounds and how I feel about certain issues.

Anyone else dealing with this? It feels forced and uncomfortable.

Sometimes there are contractual requirements or advantages when responding to RFP's to show this kind of effort.

I don't understand the issue, unless one is a racist and lacks compassion, this should not be a big deal.

That is DEI’s biggest scam, and the key to the gaslighting. That anyone who fails to see its “logic” is actually racist. Don’t buy it. Sincerely, a “BIPOC,” as these people like to call me.

Stop lying. No one with a brain believes you.

Why is that? Because you think that black and brown people think and write a certain way? Hmm…

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:I work for a smallish company (40 or so people) and my company decided we need to begin a DEI learning journey. Now, I understand that everyone has their own priorities in this type of work and also that it's a very personal thing. Why is my company, whose work/clients are not related to DEI (we work in consulting), forcing this on us as a staff? I just want to focus on my work, support my clients/projects, and not have to do all this other stuff that will add hours to the already too short work days.

Why is this a part of our workplace? What if I don't want to have these conversations with my coworkers. I don't want them to know my racial/cultural backgrounds and how I feel about certain issues.

Anyone else dealing with this? It feels forced and uncomfortable.

Sometimes there are contractual requirements or advantages when responding to RFP's to show this kind of effort.

I don't understand the issue, unless one is a racist and lacks compassion, this should not be a big deal.

That is DEI’s biggest scam, and the key to the gaslighting. That anyone who fails to see its “logic” is actually racist. Don’t buy it. Sincerely, a “BIPOC,” as these people like to call me.

Stop lying. No one with a brain believes you.

Anonymous wrote:

Anonymous wrote:I work for a smallish company (40 or so people) and my company decided we need to begin a DEI learning journey. Now, I understand that everyone has their own priorities in this type of work and also that it's a very personal thing. Why is my company, whose work/clients are not related to DEI (we work in consulting), forcing this on us as a staff? I just want to focus on my work, support my clients/projects, and not have to do all this other stuff that will add hours to the already too short work days.

Why is this a part of our workplace? What if I don't want to have these conversations with my coworkers. I don't want them to know my racial/cultural backgrounds and how I feel about certain issues.

Anyone else dealing with this? It feels forced and uncomfortable.

Sometimes there are contractual requirements or advantages when responding to RFP's to show this kind of effort.

I don't understand the issue, unless one is a racist and lacks compassion, this should not be a big deal.

That is DEI’s biggest scam, and the key to the gaslighting. That anyone who fails to see its “logic” is actually racist. Don’t buy it. Sincerely, a “BIPOC,” as these people like to call me.

Anonymous wrote:I work for a smallish company (40 or so people) and my company decided we need to begin a DEI learning journey. Now, I understand that everyone has their own priorities in this type of work and also that it's a very personal thing. Why is my company, whose work/clients are not related to DEI (we work in consulting), forcing this on us as a staff? I just want to focus on my work, support my clients/projects, and not have to do all this other stuff that will add hours to the already too short work days.

Why is this a part of our workplace? What if I don't want to have these conversations with my coworkers. I don't want them to know my racial/cultural backgrounds and how I feel about certain issues.

Anyone else dealing with this? It feels forced and uncomfortable.

Sometimes there are contractual requirements or advantages when responding to RFP's to show this kind of effort.

I don't understand the issue, unless one is a racist and lacks compassion, this should not be a big deal.

Anonymous wrote:

Anonymous wrote:Isn't is supposed to be that you are not precluded from being hired due to your race, background, age, etc if you are qualified? Not that you are automatically disqualified if you are white? Or old? Old is still a popular reason for discrimination.

Older white women get discriminated against a lot in hiring.

They do! I know more than a few older white women who essentially retired post 55/60 because of this. Professional educated women who just couldn't find a reasonable job. Not trying to be the director or big boss. Usually found some type of part time work for which their over qualification greatly benefited the position at the woman's financial sacrifice.

Anonymous wrote:Isn't is supposed to be that you are not precluded from being hired due to your race, background, age, etc if you are qualified? Not that you are automatically disqualified if you are white? Or old? Old is still a popular reason for discrimination.

Old is a huge reason for discrimination. -Tech worker

Anonymous wrote:Isn't is supposed to be that you are not precluded from being hired due to your race, background, age, etc if you are qualified? Not that you are automatically disqualified if you are white? Or old? Old is still a popular reason for discrimination.

Older white women get discriminated against a lot in hiring.

Isn't is supposed to be that you are not precluded from being hired due to your race, background, age, etc if you are qualified? Not that you are automatically disqualified if you are white? Or old? Old is still a popular reason for discrimination.

Anonymous wrote:In my group, we were recently informed that our DEI officer would be "walking alongside us" in our hiring process for 2 positions to make sure they were diverse hires. This means she would participate in application comparative analysis, selecting interview questions, interviews and scoring.

One of the positions had a very specific subject matter focus, think air quality and federal regulation. We got exactly one qualified applicant, who incredibly had a background perfectly matched to the position, we would not have to train her on the project, governmental rules or goals at all. Exciting. But, she was a white lady.

A team member asked the DEI officer how to go about prioritizing subject matter expertise and hiring "diverse voices". She answered clearly, that we need to hire for lived experience and diversity, because the technical stuff can be taught, but lived experience cannot be.

The position was taken down and is in the process of being reposted.

Isn’t this inviting a lawsuit? Not a lawyer, but a lot of you guys on this board are. Would it be an easy case for you to take and win?

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:DEI is a gaslighting cult along the lines of Q-Anon or Scientology, not a management tool or some type of mechanism for social justice. Just ignore it.

+1. Cult is absolutely right. As a federal employee suffering through a deluge of DEI initiatives under this administration, it is stunning to watch. I'm so tempted to raise my hand at one of these ridiculous meetings and ask for evidence or data in support the outlandish statements our diversity officers routinely make, but it would be professional suicide to do so.

This is absurd. I would in financial services. There is a ton of data that shows that diverse portfolio management teams do better than than their all white male counterparts.

Show me one credible study.

NP. Different field, but there's a lot of data on scientific research suggesting diversity enhances impact:

https://www.pnas.org/doi/10.1073/pnas.2200841119

https://www.nature.com/articles/s41467-018-07634-8

https://journals.plos.org/plosone/article?id=10.1371/journal.pone.0278043

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:DEI is a gaslighting cult along the lines of Q-Anon or Scientology, not a management tool or some type of mechanism for social justice. Just ignore it.

+1. Cult is absolutely right. As a federal employee suffering through a deluge of DEI initiatives under this administration, it is stunning to watch. I'm so tempted to raise my hand at one of these ridiculous meetings and ask for evidence or data in support the outlandish statements our diversity officers routinely make, but it would be professional suicide to do so.

This is absurd. I would in financial services. There is a ton of data that shows that diverse portfolio management teams do better than than their all white male counterparts.

Like returns of 7%+, right? BS