In case you're interested, a couple of her directs are on salaries of over $350K a year. It's a great gig if you can get it.
Duties:
Do podcasts and post on LinkedIn.
Send out notifications for training about Unconscious Bias every single year, over and over.
Just be present so we can use you as a defence if we get any bad PR related to race.
"Consult" in HR matters involving diverse people that might sue us (i.e. turn up to a meeting, give your opinions, and then leave with no action item of your own). Tell everyone that whatever is going on is definitely racial or a result of intergenerational trauma.
Create more ERGs for increasingly minority groups, such as Native American Rainbow People.
Try and force quotas into existing processes any way that you can, despite the Harvard ruling. Get angry because merit goes back to being a consideration.
Intervene in RIFs to redline and find ways to save diverse people over more qualified and better performing individuals, especially if they are white males. "Coach" managers to work through their bias and see that diverse people are better for the job.
"Consult" with leaders about the diversity of their direct reports and push for that 30% racially diverse leadership goal. Yes, that is the goal.
Insert "diverse" into every possible presentation and LinkedIn post: this is more important than actually being profitable.
More podcasts.
Essential:
Ability to hide your overt racism as much as possible. Avoid those pesky lawsuits from white men.
Knowledge of podcasting and hashtags.
Keen sense of victimhood, bitterness and scapegoating others. This is more important than academic qualifications or business acumen.
Duties:
Do podcasts and post on LinkedIn.
Send out notifications for training about Unconscious Bias every single year, over and over.
Just be present so we can use you as a defence if we get any bad PR related to race.
"Consult" in HR matters involving diverse people that might sue us (i.e. turn up to a meeting, give your opinions, and then leave with no action item of your own). Tell everyone that whatever is going on is definitely racial or a result of intergenerational trauma.
Create more ERGs for increasingly minority groups, such as Native American Rainbow People.
Try and force quotas into existing processes any way that you can, despite the Harvard ruling. Get angry because merit goes back to being a consideration.
Intervene in RIFs to redline and find ways to save diverse people over more qualified and better performing individuals, especially if they are white males. "Coach" managers to work through their bias and see that diverse people are better for the job.
"Consult" with leaders about the diversity of their direct reports and push for that 30% racially diverse leadership goal. Yes, that is the goal.
Insert "diverse" into every possible presentation and LinkedIn post: this is more important than actually being profitable.
More podcasts.
Essential:
Ability to hide your overt racism as much as possible. Avoid those pesky lawsuits from white men.
Knowledge of podcasting and hashtags.
Keen sense of victimhood, bitterness and scapegoating others. This is more important than academic qualifications or business acumen.