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DEI

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The problem is DEI is a noble cause. But companies & leaders who don't believe them at the core do a show off of following them. They don't do it with good intention & that's where it goes wrong. The purpose of DEI is to have equal representation. It is wrong when you see no representation at the table
 






anonymous said:
The problem is DEI is a noble cause. But companies & leaders who don't believe them at the core do a show off of following them. They don't do it with good intention & that's where it goes wrong. The purpose of DEI is to have equal representation. It is wrong when you see no representation at the table
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DEI is not noble.
 






When DEI is a centrally planned, feel good initiative with nothing more than talking points, it is largely ineffective and that's why companies are starting to get away from it. Opportunity lost.

DEI works when the people who implement it are properly placed and socially versatile enough to actually see where social and cultural differences lie, can identify them, and provide opportunity based on their ability to spotlight these issues in a proactive and non threatening way.

Start with forming focus groups that people can voluntarily join to actually have conversations. Let good intentions and creativity carry the motive of everyone getting a fair chance, not some list of platitudes that make everyone feel either guilty or marginalized right from the get go.
 






anonymous said:
When DEI is a centrally planned, feel good initiative with nothing more than talking points, it is largely ineffective and that's why companies are starting to get away from it. Opportunity lost.

DEI works when the people who implement it are properly placed and socially versatile enough to actually see where social and cultural differences lie, can identify them, and provide opportunity based on their ability to spotlight these issues in a proactive and non threatening way.

Start with forming focus groups that people can voluntarily join to actually have conversations. Let good intentions and creativity carry the motive of everyone getting a fair chance, not some list of platitudes that make everyone feel either guilty or marginalized right from the get go.
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Yes. Ultimately DEI should unite (inclusion), it should not divide.
 












anonymous said:
The issue is, with DEI for someone to win, someone has to lose. That is not a good plan, that kind of plan just makes things worse.
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You mean like a HR partner overriding MERIT increases that the mgr. deemed appropriate with no knowledge of what a person did or the business they grew? Then yeah, definitely worse.
 






anonymous said:
The issue is, with DEI for someone to win, someone has to lose. That is not a good plan, that kind of plan just makes things worse.
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This is spot on. And the losers have been white men. Consistently and across the board. They have had to pay the price for past racial wrongs they had nothing to do with.

Here at AZ it’s also been a way for those at the very top - particularly DF - to assuage their white guilt.
 












anonymous said:
None of us ask to be here.

Making people feel guilty for things they had nothing to do has a very clear motive: to divide people so they're easier to manipulate.
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It's all a ploy to get people to work for less. They either feel degraded/entitled or guilty and ashamed. Either way, the result is the same. More money for the higher ups. The only part that's true is that certain people have careers that are abruptly cut short. Again, so they can pay other people less.
 






anonymous said:
It's all a ploy to get people to work for less. They either feel degraded/entitled or guilty and ashamed. Either way, the result is the same. More money for the higher ups. The only part that's true is that certain people have careers that are abruptly cut short. Again, so they can pay other people less.
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Hmmm
 






anonymous said:
It's all a ploy to get people to work for less. They either feel degraded/entitled or guilty and ashamed. Either way, the result is the same. More money for the higher ups. The only part that's true is that certain people have careers that are abruptly cut short. Again, so they can pay other people less.
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Careers are indeed cut short for those of us whom DEI says it’s ok to discriminate against. And those that do it pat themselves on the back and tell each other what good strong leaders they are.
 












anonymous said:
Sure. Anytime the successful person isn't yt, it's DEI.
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You intentionally miss the point, and your thinking is one of the many reasons why DEI is viewed so negatively.

First of all, in Project North Star, nobody was let go for performance reasons. Fourteen white men with decades of success were let go with no reason other than DF needed to do (and was likely told to by BlackRock) to show that AZ was responding to the post George Floyd sentiment. Tell me how anyone is supposed to feel good about that and how that helped anything?

Second, those people didn’t do anything to create the mood in the country and weren’t responsible for discrimination that happened in the past. Why is ok to discriminate against them if discrimination is wrong? No DEI advocate ever has the courage to answer that question.

Like we always do in this country, we go to extremes in one direction then settle back to the reasonable middle. So many careers were cut short, so many people who worked years for promotions saw them go to people based on how many diversity boxes they checked Instead. Not just here but across the country. The DEI backlash is rightly in full swing and it’s the least surprising thing of all.
 






Follow the money. DEI is a cost cutting task force initiative, which is why B Rock and others push it for profitability and return to shareholders of these massive firms. Companies don't even own themselves anymore.

The social covenant things are just window dressing/distraction
 












The companies who follow right people practices don't need to worry about DEI. But companies like AZ need to worry because they never cared for diversity in the first place & they still don't care for the right reasons. It's all show off for them
 






anonymous said:
The companies who follow right people practices don't need to worry about DEI. But companies like AZ need to worry because they never cared for diversity in the first place & they still don't care for the right reasons. It's all show off for them
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jfc stfu about this crap hire the best candidate for the job not the most ethnic
 


















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