Of course, DEI does not mean hiring unqualified or incompetent people, it’s about finding accommodations to get people into jobs they can do, often very well, once you get past the idea that every worker has to look a certain way. Equating DEI with incompetence is a tired right wing strawman.
Except it does mean hiring unqualified or incompetent employees. I have seen it happen multiple times. Skip over properly qualified people who know the job and instead pick a minority to fill a quota.
I lost a job because my job hired a minority to replace our manager and because she had absolutely no clue what she was doing I needed to train her on everything her job entailed while also still doing my own job. They straight up told me to my face I was the most qualified person for the job but because I am a white guy and upper management already had too many white guys so they hired a completely fresh young Indian woman to be our manager and then forced me to train her. And to be very clear I have nothing against her. I actually liked her a lot. But in trying to do her whole job for her while she learned literally everything about having a job at all let alone being our manager AND learning our field of work my own work started to suffer. I got burned out trying to keep my own tickets in check and help her learn the absolute basics of her job. So I quit after 6 months.
They should have promoted me or any one of the other white male nerds who already knew everything they needed to know for that job, but nope. Find someone who has literally never had a job before in their lives and train them up from nothing instead. She should have been hired at the bottom like the rest of us so she could have learned the ropes and the basics like all of us did years before. Instead she got to skip years of lower level work and go straight to management level pay at a big tech company simply because of the color of her skin and the fact that she was a woman.
And before anyone says anything I know that historically that’s exactly what companies did. Hire any white guy to do whatever he wanted while keeping the minorities at minimum pay as long as possible. I don’t think two wrongs make a right. It was wrong for them to hire and promote based on whiteness in the past and now it’s wrong for them to promote or hire based on non-whiteness. Both versions are wrong. Plain and simple.
Except it does mean hiring unqualified or incompetent employees.
Yeah we’re gonna need a cite for that. And no, not an anecdotal story your friend from high school told you. Show us real, printed words that mean DEI says hire unqualified or incompetent employees.
Spoiler: there is none. This is the racist or bigoted line for the history of equitable hiring efforts. People who don’t know that take it on, but it’s not true. Same as it ever was.
But you’re just multiplying the wrongs here. What you’re describing is not necessarily a consequence of DEI policies, but your company’s approach. It didn’t have to be that way.
The worst manager I ever had to train was a white guy. He knew nothing about what we did and should not have been hired. I wasted so much time trying to train him, to the detriment of my work
Best dei hire: my coworker. She was always a great person but just didn’t cut it as an engineer. However someone recognized people skills, plucked her out of engineering to be a manager, as a woman and minority. They gave her training and mentoring, connected her with peers …. And she kicks ass. My last two job transfers were to follow her because that’s the kind of manager, now executive, I want. Great talent, who previously may have been overlooked, not had an opportunity to show her talent
My experience with DEI at several companies has included a focus on finding talent in more places, mentoring and peer support, long term human development, and lots of success in developing more diverse and open workforces, more inclusive of everyone. The goal is not to hire someone because they’re whatever demographic, but to find and develop talent from a variety of demographics
They are supporting wide scale loss of employment opportunities as retribution for one job that they felt had an unfair result. This logic is inherently selfish. But it will be difficult to change anyone’s mind that thinks this way if they are unable to empathize.
Sounds like your job shouldn’t have hired or promoted that white guy who didn’t know what he was doing. Just like my old company shouldn’t have hired that new chick who had zero work experience for an upper management position.
I don’t give a shit about inclusion or diversity. If someone is the best person for that job they should get that job. I don’t understand what is so complicated about this concept. If I only had one arm you wouldn’t fucking hire me to do your underwater welding.
Life isn’t fair. I do not care to force fairness. Everyone should have equal opportunity to do what they want, but nobody should be forced to make exceptions for special situations.
Right, so where’s that equality of opportunity? So many people won’t have that opportunity due to accident of birth or upbringing, class structure or demographic favoritism. Maybe it’s as simple as never seeing a good example to follow. We all lose out when they never have the opportunity.
In my example, my manager would typically not have that opportunity, and I would have lost out.
DEI was putting effort into looking for those situations, finding ways to identify or develop talent that would never have that opportunity. No one should get a pass or automatic favoritism, but it’s naive to believe we start from the same place with the same doors open in front of us
“It was wrong for them to hire and promote based on whiteness in the past and now it’s wrong for them to promote or hire based on non-whiteness. Both versions are wrong. Plain and simple.”
Except one of things is the norm and the other is not and never has been.
In 2022, 88.1% of CEOs were men, and 88.8% were Caucasian.
For management in general 70% is made up of men and the other 30% consists of women. It has traditionally been seen as a male-dominated profession – and frequent studies show that even with the inclusion of more women, it’s still more masculine-orientated.
You entire rant boils down to one bad experience. Guess fucking what? They hired a white kid at my past job who had no clue how to be a manager and we all had to train his incompetent ass. This is a very common story in management and it does not require a minority to make it happen.
I would seriously start reflecting on your racists attitudes. You are literally one Fox News segment away from being a full on bigot.
Of course, DEI does not mean hiring unqualified or incompetent people, it’s about finding accommodations to get people into jobs they can do, often very well, once you get past the idea that every worker has to look a certain way. Equating DEI with incompetence is a tired right wing strawman.
This ^^^
Except it does mean hiring unqualified or incompetent employees. I have seen it happen multiple times. Skip over properly qualified people who know the job and instead pick a minority to fill a quota.
I lost a job because my job hired a minority to replace our manager and because she had absolutely no clue what she was doing I needed to train her on everything her job entailed while also still doing my own job. They straight up told me to my face I was the most qualified person for the job but because I am a white guy and upper management already had too many white guys so they hired a completely fresh young Indian woman to be our manager and then forced me to train her. And to be very clear I have nothing against her. I actually liked her a lot. But in trying to do her whole job for her while she learned literally everything about having a job at all let alone being our manager AND learning our field of work my own work started to suffer. I got burned out trying to keep my own tickets in check and help her learn the absolute basics of her job. So I quit after 6 months.
They should have promoted me or any one of the other white male nerds who already knew everything they needed to know for that job, but nope. Find someone who has literally never had a job before in their lives and train them up from nothing instead. She should have been hired at the bottom like the rest of us so she could have learned the ropes and the basics like all of us did years before. Instead she got to skip years of lower level work and go straight to management level pay at a big tech company simply because of the color of her skin and the fact that she was a woman.
And before anyone says anything I know that historically that’s exactly what companies did. Hire any white guy to do whatever he wanted while keeping the minorities at minimum pay as long as possible. I don’t think two wrongs make a right. It was wrong for them to hire and promote based on whiteness in the past and now it’s wrong for them to promote or hire based on non-whiteness. Both versions are wrong. Plain and simple.
Yeah we’re gonna need a cite for that. And no, not an anecdotal story your friend from high school told you. Show us real, printed words that mean DEI says hire unqualified or incompetent employees.
Spoiler: there is none. This is the racist or bigoted line for the history of equitable hiring efforts. People who don’t know that take it on, but it’s not true. Same as it ever was.
But you’re just multiplying the wrongs here. What you’re describing is not necessarily a consequence of DEI policies, but your company’s approach. It didn’t have to be that way.
The worst manager I ever had to train was a white guy. He knew nothing about what we did and should not have been hired. I wasted so much time trying to train him, to the detriment of my work
Best dei hire: my coworker. She was always a great person but just didn’t cut it as an engineer. However someone recognized people skills, plucked her out of engineering to be a manager, as a woman and minority. They gave her training and mentoring, connected her with peers …. And she kicks ass. My last two job transfers were to follow her because that’s the kind of manager, now executive, I want. Great talent, who previously may have been overlooked, not had an opportunity to show her talent
My experience with DEI at several companies has included a focus on finding talent in more places, mentoring and peer support, long term human development, and lots of success in developing more diverse and open workforces, more inclusive of everyone. The goal is not to hire someone because they’re whatever demographic, but to find and develop talent from a variety of demographics
They are supporting wide scale loss of employment opportunities as retribution for one job that they felt had an unfair result. This logic is inherently selfish. But it will be difficult to change anyone’s mind that thinks this way if they are unable to empathize.
Sounds like your job shouldn’t have hired or promoted that white guy who didn’t know what he was doing. Just like my old company shouldn’t have hired that new chick who had zero work experience for an upper management position.
I don’t give a shit about inclusion or diversity. If someone is the best person for that job they should get that job. I don’t understand what is so complicated about this concept. If I only had one arm you wouldn’t fucking hire me to do your underwater welding.
Life isn’t fair. I do not care to force fairness. Everyone should have equal opportunity to do what they want, but nobody should be forced to make exceptions for special situations.
Equality of opportunity: Yes.
Equality of outcome: No.
Right, so where’s that equality of opportunity? So many people won’t have that opportunity due to accident of birth or upbringing, class structure or demographic favoritism. Maybe it’s as simple as never seeing a good example to follow. We all lose out when they never have the opportunity.
In my example, my manager would typically not have that opportunity, and I would have lost out.
DEI was putting effort into looking for those situations, finding ways to identify or develop talent that would never have that opportunity. No one should get a pass or automatic favoritism, but it’s naive to believe we start from the same place with the same doors open in front of us
“It was wrong for them to hire and promote based on whiteness in the past and now it’s wrong for them to promote or hire based on non-whiteness. Both versions are wrong. Plain and simple.”
Except one of things is the norm and the other is not and never has been.
In 2022, 88.1% of CEOs were men, and 88.8% were Caucasian.
For management in general 70% is made up of men and the other 30% consists of women. It has traditionally been seen as a male-dominated profession – and frequent studies show that even with the inclusion of more women, it’s still more masculine-orientated.
You entire rant boils down to one bad experience. Guess fucking what? They hired a white kid at my past job who had no clue how to be a manager and we all had to train his incompetent ass. This is a very common story in management and it does not require a minority to make it happen.
I would seriously start reflecting on your racists attitudes. You are literally one Fox News segment away from being a full on bigot.