> But something tells me that if management decided to use some obviously flawed way of measuring performance Then other people, including perhaps members of t

> But something tells me that if management decided to use some obviously flawed way of measuring performance Then other people, including perhaps members of the DEI department can step in and point out that this is a bad idea. The DEI department doesn't have a monopoly on management's ear. You're doing the same thing, trying to invent a perfect department to solve all of the problems. Don't do that. Stop trying to invent perfect systems or perfect metrics, they don't exist. Focus on making incremental improvements in people's lives. I don't want a "metrics abuse department" because that's so vague and missionless as to be pointless. If management does something stupid that upsets everyone, they'll know. If they do something stupid that only upsets the 1% of black employees, they're not going to notice unless someone (the DEI department) is specifically looking.