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> Find it! You keep posing these questions, but refuse to do the work of arriving at the solution yourself, which you are entirely capable of doing. Go answer y
by Manuel_D 4y ago
> Find it! You keep posing these questions, but refuse to do the work of arriving at the solution yourself, which you are entirely capable of doing. Go answer your own questions!
I can't find it because most of your links are either broken or paywalled. Go post the excerpts that say "we define racial diversity as...".
Here's an example of mismatch between one of your working links and our diversity policies:
> To draw an example from this study, if all of the teachers in a given district were white, the Blau index would be 0, indicating perfect homogeneity. If 25 percent of the teachers were white, 25 percent were black, 25 percent were Latino/a, and 25 percent were Asian or Native American (grouped as “other” for my purposes here), then the Blau index would be 0.75, indicating the highest level of heterogeneity achievable in a situation with four categories. As the number of categories increases, the highest possible Blau score increases.
By comparison, my company's diversity policies target equity. So Asian representation of 25% is not considered diverse, as they are only 6% of the population and thus 25% is nearly a 5x overrepresentation.
> Why are you discriminating against Asians this blatantly and obviously? It's wild, how you think this is okay.
I'm not! DEI policies are. But the research showing the benefits of diversity overwhelmingly do count Asians as diverse, hence the mismatch between the research and our DEI policies.
- hgielatan 4y ago[flagged]
- Manuel_D 4y agoYour link to McKinsey still fails. As does the one to UC Denver. And other than your 2nd link, the papers are paywalled. > And your company misimplementing DEI is not a reflection of DEI itself, just a reflection of how difficult it is to get these kinds of things right. Exactly the point I was making all along. The criteria for "diversity" used in research does not match what's almost always used in company DEI discrimination.
- hgielatan 4y ago[flagged]
- Manuel_D 4y agoYou cut off your link in the first comment. It read: "www(dot)mckinsey(dot)com/featured-insights/diversity-and-inc" I also removed "https:// https://" in addition to substituting (dot) to trick HN formatting. This one works because it points to the full link: "www(dot)mckinsey(dot)com/featured-insights/diversity-and-inclusion/diversity-wins-how-inclusion-matters" You can't just drag-select links on HN, since it truncates links. Do right-click, copy link address. Anyway, the McKinsey study just examined the representation of "ethnic minorities" which would include Asians: > Similarly, the representation of ethnic-minorities on UK and US executive teams stood at only 13 percent in 2019, up from just 7 percent in 2014. For our global data set, this proportion was 14 percent in 2019, up from 12 percent in 2017 (Exhibit 2).
- abbiebe89 4y ago[dead]
- deleted 4y ago[deleted]
- defen 4y agoYou're really focused on the "science" aspect of this (in other words, science shows that DEI is really good for company outcomes). If science showed that DEI were bad for company outcomes, would you oppose it?
- abbiebe89 4y ago[flagged]
- sva_ 4y agoCurious, whats with all the alt accounts?