In before the lock! ;) There's just way too much to take apart here. But, like Damore, the author shows a naive understanding of D&I initiatives. Like _all_ HR

In before the lock! ;) There's just way too much to take apart here. But, like Damore, the author shows a naive understanding of D&I initiatives. Like _all_ HR related things, the purpose of such is not what's written on the tin. Even that aside, the author is trying to shake the tree. That never works. Again, naive. Unless of course, _I_ am the naive one! The document could be performative. I will take the risk of being lambasted, but IMHO (with very little real info, I admit) this employee was rightly fired. Not due to his opinions either way, or his [probably largely correct] analysis. But from the corporate POV. This level of dissent among the ranks simply cannot be tolerated, right or wrong. I just mean that in a corporate governance kind of way. You simply cannot allow the rank and file to point out when the emperor has no clothes.