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How could it be that such a racist/sexist wasn't confronted sooner, and in fact felt so self-assure that they could openly flaunt their bigotry in the role of a
by George83728 3y ago
How could it be that such a racist/sexist wasn't confronted sooner, and in fact felt so self-assure that they could openly flaunt their bigotry in the role of a DEI executive? Because of course, such bigotry is par for the course with DEI. A common racist in a company will hide themselves behind closed doors, obscure their beliefs with innuendo and sweet lies. They won't openly organize a klan rally, not in this century. But a DEI executive doesn't perceive any need to conceal their bigotry. That says a lot about the whole of DEI.
- prepend 3y agoI think it’s hard to act without objective measures of value. I’m a big fan of culture change but shy away from initiatives with the express purpose of changing culture because it’s so hard to measure and attribute cause. Many years ago I held a hackathon, a first in my org, and people said they had fun and connections were made. I had many people ask me to be on committees and groups to improve culture and I didn’t have time but paid attention to what happened. They held parties and stuff, and weren’t harmful but didn’t seem to do much. The point of my event was to hire new programmers and the fun and cultural aspects were positive byproducts. I think you need to do specific things and then mix in culture change. Making culture the primary purpose makes it too hard to succeed. An example of a DEI activity that I really like is focusing scholarships on HBCUs as the purpose is to get really smart people into jobs, not just to increase percentages of workers from specific races.