Anonymous wrote:I do a little DEI work and work closely with a number of DEI consultants (some much better than others). One reality of DEI work is that when a company or organization chooses to value it and "push it" among their workforce, there will absolutely be people who push back to various degrees, don't participate, or find it problematic/unpleasant/not worth it. And most of the time, if the organization is being consistent and not performative, those people find their way out either on their own or because their value/culture-conflict begins to impact their work and ability to interact well with colleagues negatively.

So, looks like some people here need to find a new job.

As long as it’s for checking a box, it’s fine. However, when sup-optimal decisions start getting made based on it, people start walking. I left an agency that got worked up by DEI. Suddenly, you couldn’t interview if you didn’t have candidates from several races, especially black. Same with the interview panel. If you didn’t hire a minority, management and HR wanted to review the options and understand why the minority wasn’t selected. Sometimes, they agreed that the minority was not the best qualified candidate but argued that we should provide them an opportunity and coach them.

Same thing with existing minorities. Suddenly, they started getting promotions for no reason. Some completed degrees at terrible online colleges, but management and HR decided that a degree was a degree and so these people were now qualified for jobs that required a degree. In reality, their responsibilities didn’t change much, but their titles and pay did.

In sum, the agency became a sh*t show of incompetency, but some greatly benefited from it. No thank you.

Ugh, OP I hear you. I have no problem with some DEI stuff but my company is relentless. They keep telling us we need to incorporate it into our work but I have no idea what that means for my particular job.

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Anonymous wrote:I do a little DEI work and work closely with a number of DEI consultants (some much better than others). One reality of DEI work is that when a company or organization chooses to value it and "push it" among their workforce, there will absolutely be people who push back to various degrees, don't participate, or find it problematic/unpleasant/not worth it. And most of the time, if the organization is being consistent and not performative, those people find their way out either on their own or because their value/culture-conflict begins to impact their work and ability to interact well with colleagues negatively.

So, looks like some people here need to find a new job.

Or a lawsuit

To be sure, you can’t sue them for hating DEI and being shitty racists. You can ostracize them and blackball them however

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Anonymous wrote:Yes, it’s uncomfortable, a distraction, and unpleasant. Which is exactly how your non-white/gay/whatever colleagues may well feel about the crap that they deal with every day in the workplace.

But truly, what?? People are treated as people at my workplace. They don't deal with any crap that's different from the rest of us.

White supremacy culture. Perfectionism, punctuality, etc. These are all standards for the workplace created by whites that contribute to harming minorities.

+1. Also performance metrics. Another invention of the white supremacists to suppress minorities.

This is the shit I can’t get behind. Performance metrics were created to suppress minorities? Performance metrics evaluate whether you’re meeting the expectations of your job.

Yes, but the metrics themselves are often racist and discriminatory. E.g., maybe a salesperson is not a top seller but they contribute in other ways to the office.

I'm the PP that wrote about metrics and it's exactly this. Notice all the racist white people that jumped down my throat when I posted that.

I’m confused why it’s racist to expect a salesperson to make sales. If they do other things, that’s a different job entirely (bookkeeper, office manager, etc).

DP. Metrics, numbers, “bottom lines”—these are arguably racist things.

I feel like lots of places are trying to squeeze this in before the affirmative action decision comes down in a few months. Yes, those cases involve college admissions, but if the Court ruñes as expected, so many other things will be the subject of lawsuits.

What if we all had the same conversations on gender? Stan, can you tell us about a time you didn’t treat your girlfriend/wife right? Betty, can you tell us why you cheated on your boyfriend/husband? Debbie, how did you feel when you were in the locker room and you realized the person next to you was lesbian?

Or, what if we had these conversations about religion? Or money? Or politics?

The point is, race is one issue, and EVERYONE has complex experiences and thoughts about these things they don’t want on and SHOULDN’T be on a billboard. Isn’t that what we’ve learned with social media? The people who put every thought on their site/blog, etc. is the one who gets fired, loses their job, or doesn’t get into college.

Awareness is one thing. Forcing people to share their personal thoughts, feelings, and experiences should not be done.

Anonymous wrote:I do a little DEI work and work closely with a number of DEI consultants (some much better than others). One reality of DEI work is that when a company or organization chooses to value it and "push it" among their workforce, there will absolutely be people who push back to various degrees, don't participate, or find it problematic/unpleasant/not worth it. And most of the time, if the organization is being consistent and not performative, those people find their way out either on their own or because their value/culture-conflict begins to impact their work and ability to interact well with colleagues negatively.

So, looks like some people here need to find a new job.

Or a lawsuit

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Anonymous wrote:How can workplaces make things more equitable for those who don't value punctuality? Genuinely curious what thoughts others have about this sort of thing.

Meeting starts at 9 am and if I am a member of a certain group, there is more leeway and understanding?

I realize that some cultures don't conceptualize time in certain ways that have been set up by our dominant systems.

Talking about punctuality being white supremacy culture is just trolling to try to make DEI seem silly.

It is silly. That's the point. Both silly and dangerous at the same time.

100%

Anonymous wrote:DEI is a hot topic lately but it should have always been incorportated.

You suck, OP for not being on board.

Why are you trying to be racist?

Anonymous wrote:Because having a diverse and equitable workforce IS good for the bottom line and will ultimately result in a better workplace and product for your clients.

Also and most importantly but I don't think will sway you, people deserve to work in places that are fair and equitable. And for the most place they don't. So, places are trying to change that as they should. Ultimately if it works, it's better for everyone.

No, no and no

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Anonymous wrote:What's DEI?

Hahaha. My view exactly. Hope it goes away

+2

It's bs. Actually it's worse than bs, it's like Mao's red guards

Anonymous wrote:Op trolling lol

This is exactly why people don't want to have these discussions, because of reactions like this.

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Anonymous wrote:Just don’t do it. Keep doing your real job above and beyond and you’ll be good.

Good luck with that. Certain environments are forcing the DEI stuff down their workers' throats. So much so that they are getting rid of perfectly good workers.

Anyone who would regard this as being “shoved down their throats” let alone leave because of it (which is stupid because DEI training is universal) is not only a shit employee, they are a terrible person.

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Anonymous wrote:Yes, it’s uncomfortable, a distraction, and unpleasant. Which is exactly how your non-white/gay/whatever colleagues may well feel about the crap that they deal with every day in the workplace.

But truly, what?? People are treated as people at my workplace. They don't deal with any crap that's different from the rest of us.

White supremacy culture. Perfectionism, punctuality, etc. These are all standards for the workplace created by whites that contribute to harming minorities.

+1. Also performance metrics. Another invention of the white supremacists to suppress minorities.

This is the shit I can’t get behind. Performance metrics were created to suppress minorities? Performance metrics evaluate whether you’re meeting the expectations of your job.

Yes, but the metrics themselves are often racist and discriminatory. E.g., maybe a salesperson is not a top seller but they contribute in other ways to the office.

I'm the PP that wrote about metrics and it's exactly this. Notice all the racist white people that jumped down my throat when I posted that.

I’m confused why it’s racist to expect a salesperson to make sales. If they do other things, that’s a different job entirely (bookkeeper, office manager, etc).

Anonymous wrote:Just don’t do it. Keep doing your real job above and beyond and you’ll be good.

Good luck with that. Certain environments are forcing the DEI stuff down their workers' throats. So much so that they are getting rid of perfectly good workers.