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> (in theory at least, in practice there are still biases, but tracking ethnicities won't fix that, since that's human nature) That’s what we’re trying to fix
by bee_rider 2y ago
> (in theory at least, in practice there are still biases, but tracking ethnicities won't fix that, since that's human nature)
That’s what we’re trying to fix (or at least mitigate) in the US. You say it is just human nature, but we’re a pretty diverse country, so we have a strong incentive to proactively try and see if we can make it work.
- Rinzler89 2y agoYou still haven't answered how employers keeping track of the ethnicities of employees helps against discrimination in any way. To me that's exactly what helps lead to discrimination versus not knowing ethnicities and treating employees as anonymized numbers which would be fair to everyone.
- bee_rider 2y agoNope, and I won’t. There are a lot of programs, and with various levels of effectiveness, and I don’t particularly want to dive into the nitty-gritty details of whether or not each one is working well. We haven’t got a perfect solution. But, I think it is self-evident that without collecting any data, we are just… hoping it’ll all work out? That’s not a plan. Currently in the US, businesses don’t actively have official policies of bigotry. If they did, collecting that data could be harmful. But instead we have bigotry as a sort of soft social thing, a compounding of many little challenges, “bad culture fit,” that sort of thing. Because it is subtle, we need to keep it from slipping under the radar.
- Eumenes 2y agoHandwavy answer with zero substance - sounds like an HR reply. I encourage everyone reading to lie/fib about race/ethnicity data. Also, make up a pronoun/gender identity. Waste these suckers time.