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
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