The terminology is the problem because they twist the words to fit the narrative they want.
In order for common sense to prevail you need to use common words that cannot be singled out. The terminology is triggering them, so use terms that implement the same shit in the general policy that aligns to these goals, and fold the “DEI department” into the various HR functions that they’re doing.
I don’t think DEI should ever been a standalone department or even a sub-group for HR. Talent Acquisition/Recruitment can do a great deal of what they were doing for hiring. The compensation team covers equity. Inclusion is probably spread between those two as well as HR business partners.
The term needs to go away so they think they won and we need to change how we’re approaching things to make sure people are treated fairly. DEI is just common sense… so the principles need to be just how HR is run from a common sense perspective. It’s the law to not discriminate anyway.
They are already looking at changes under the microscope to make sure that "DEI’ isn’t implemented under another name, so i’m truly not kidding, the terminology all has to go. The language needs to be grade school language because when you put it in simple terms the objections stop because the meaning isn’t spun.
What’s the alternative? I’m just trying to get the best outcome for everybody. They seem afraid of everything related to higher education anyway.
I can not wait for this DEI stuff to be over with.
The terminology is the problem because they twist the words to fit the narrative they want.
In order for common sense to prevail you need to use common words that cannot be singled out. The terminology is triggering them, so use terms that implement the same shit in the general policy that aligns to these goals, and fold the “DEI department” into the various HR functions that they’re doing.
I don’t think DEI should ever been a standalone department or even a sub-group for HR. Talent Acquisition/Recruitment can do a great deal of what they were doing for hiring. The compensation team covers equity. Inclusion is probably spread between those two as well as HR business partners.
The term needs to go away so they think they won and we need to change how we’re approaching things to make sure people are treated fairly. DEI is just common sense… so the principles need to be just how HR is run from a common sense perspective. It’s the law to not discriminate anyway.
They are already looking at changes under the microscope to make sure that "DEI’ isn’t implemented under another name, so i’m truly not kidding, the terminology all has to go. The language needs to be grade school language because when you put it in simple terms the objections stop because the meaning isn’t spun.
What’s the alternative? I’m just trying to get the best outcome for everybody. They seem afraid of everything related to higher education anyway.