2 ms·

I've seen people say this sort of stuff, even within/leading the programs. But actions speak louder than words. The organizations specifically track ethnicity a

I've seen people say this sort of stuff, even within/leading the programs. But actions speak louder than words. The organizations specifically track ethnicity and gender without tracking other diversity factors. My own organization contracted with Auticon for an extremely small number of roles and made a huge publicity push about it. When asked what programs or assistance they have for neurodivergent employees, they had none. Any sort of career pathing or placement assistance for candidates with this issue - no. The people leading the efforts or training might care, but the people in power don't.

kenjackson 3y ago
The people in power in your company may care more than you think. The issue is that the folks that track this stuff outside of the company probably don't care. The reason for this is because there are certain classes of diversity that are legally protected (at least in the US). And there is historical context that generally increases sensitivity around those issues. At least for us, that resulted in us having to make sure we had tracking data for, race, sex, age, and disability. But other types of diversity we still cared about, but didn't spend the same amount of time on. It's not a perfect system, but the intent was there.