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Chief Diversity Officers is a cheap PR. You can be a company that forces its employees to piss into bottle as you punish going to toilet, but if you have Chief

Chief Diversity Officers is a cheap PR. You can be a company that forces its employees to piss into bottle as you punish going to toilet, but if you have Chief Diversity Officer, you change your logo once a year to rainbow colors then you are considered to be a progressive, well-behaved company. I don't even blame companies for this, they are just optimizing, if public is so stupid that it is buying it then, well, why not?

ETH_start 4y ago
It's not so much about keeping the public on its side as dispelling the notion that it has created a hostile work environment for any particular protected class, in the event that a lawsuit is brought against it by the anti-discrimination industry: https://richardhanania.substack.com/p/wokeness-as-saddam-statues-the-case https://richardhanania.substack.com/p/wokeness-as-saddam-sta... >>Even after the case has been litigated, we still do not know what exactly Tesla could have done to avoid the $137 million judgment (it may be reduced on appeal). Employees did in fact get in trouble for using the n-word and drawing racist cartoons. In retrospect, they probably would’ve been safer if they just fired everyone who Diaz or Di-az accused of racism, at least the non-blacks, but there’s no guarantee that would’ve worked either, as they were in an industry that required them to rely on workers who hadn’t yet internalized elite ways of thinking about race. If they had fired black people for using the n-word too, would that have helped or hurt them in trying to avoid a lawsuit? It’s difficult to say, and that’s sort of the point. >>For next time, there’s little Tesla can do but go all in on diversity training, be as enthusiastic as possible in adopting whatever next race fad comes out of academia, and hope that the next jury isn’t as woke as the one they got this time. Until anti-discrimination laws are rolled back, or come to be based on clear and objective standards, there is no other way.
- SturgeonsLaw 4y ago
  The names I'd let people call me for $137M...
prepend 4y ago
Chief Diversity Officer also help increase the ratio of underrepresented populations in company officers without having to change any existing officers. If the goal is to increase minority positions, then you can do this by hiring new officers to replace attrition. This takes a long time and constraining available candidates for key positions is probably frowned upon. Or you can add a new position, increasing the denominator and numerator but likely hitting your diversity ratio target (ie going from 1:8 existing officers to 2:9 helps in dashboards and whatnot). And of course, I think these positions do have the potential to improve topics across the organization. I think it’s the easiest step to make and makes a non-zero positive effect, so are so common.
- tsss 4y ago
  And doing so always relies on sexist discrimination in the hiring process, which is definitely not a "non-zero positive" effect.
  - prepend 4y ago
    Good point. I should have said I suspect non-zero. The position costs money so it could have negative impact. It is interesting that every CDO I’ve met has been in an underrepresented population, most women, but not all. I doubt it’s a fair hiring system, but I still prefer it over the olden days when the diversity council was a bunch of old people all of the same race and gender. I know that shouldn’t matter as long as they delivered on increasing diversity, but it always seemed funny to me.
- throwayyy479087 4y ago
  I have never seen them actually create meaningful change. I have been in a lot of very racist trainings lead by these people.

ETH_start 4y ago

It's not so much about keeping the public on its side as dispelling the notion that it has created a hostile work environment for any particular protected class, in the event that a lawsuit is brought against it by the anti-discrimination industry: https://richardhanania.substack.com/p/wokeness-as-saddam-statues-the-case https://richardhanania.substack.com/p/wokeness-as-saddam-sta... >>Even after the case has been litigated, we still do not know what exactly Tesla could have done to avoid the $137 million judgment (it may be reduced on appeal). Employees did in fact get in trouble for using the n-word and drawing racist cartoons. In retrospect, they probably would’ve been safer if they just fired everyone who Diaz or Di-az accused of racism, at least the non-blacks, but there’s no guarantee that would’ve worked either, as they were in an industry that required them to rely on workers who hadn’t yet internalized elite ways of thinking about race. If they had fired black people for using the n-word too, would that have helped or hurt them in trying to avoid a lawsuit? It’s difficult to say, and that’s sort of the point. >>For next time, there’s little Tesla can do but go all in on diversity training, be as enthusiastic as possible in adopting whatever next race fad comes out of academia, and hope that the next jury isn’t as woke as the one they got this time. Until anti-discrimination laws are rolled back, or come to be based on clear and objective standards, there is no other way.

SturgeonsLaw 4y ago
The names I'd let people call me for $137M...

prepend 4y ago

Chief Diversity Officer also help increase the ratio of underrepresented populations in company officers without having to change any existing officers. If the goal is to increase minority positions, then you can do this by hiring new officers to replace attrition. This takes a long time and constraining available candidates for key positions is probably frowned upon. Or you can add a new position, increasing the denominator and numerator but likely hitting your diversity ratio target (ie going from 1:8 existing officers to 2:9 helps in dashboards and whatnot). And of course, I think these positions do have the potential to improve topics across the organization. I think it’s the easiest step to make and makes a non-zero positive effect, so are so common.

tsss 4y ago
And doing so always relies on sexist discrimination in the hiring process, which is definitely not a "non-zero positive" effect.
- prepend 4y ago
  Good point. I should have said I suspect non-zero. The position costs money so it could have negative impact. It is interesting that every CDO I’ve met has been in an underrepresented population, most women, but not all. I doubt it’s a fair hiring system, but I still prefer it over the olden days when the diversity council was a bunch of old people all of the same race and gender. I know that shouldn’t matter as long as they delivered on increasing diversity, but it always seemed funny to me.
throwayyy479087 4y ago
I have never seen them actually create meaningful change. I have been in a lot of very racist trainings lead by these people.