We don't do any of that. Our DEI program is just about training for hiring managers to recognise bias. Also, DEI is about giving people with special needs the

We don't do any of that. Our DEI program is just about training for hiring managers to recognise bias. Also, DEI is about giving people with special needs the things they require to function. And providing managers insights into the things they might struggle with. We do information packs about LGBT, different religions etc just so managers understand and can accommodate. We have resource networks for managers (and really, all employees) that have questions about such things. We organise awareness events about LGBT and minority topics so employees can learn from each other and create a better understanding. And it works. It's not just about hiring but also creating better awareness for existing employees. We do look at numbers to guage how we're doing but nobody is being penalised. If we have very few minorities compared to the local demographics it just means our trainings are not getting heard properly and we need to improve them. I would go as far as to say that a company that has strict quotas doesn't really care about DEI. They just want a quick fix. This is not how these things work. You're working with people, not numbers. What bothers me the most is that the Trump administration is even trying to force foreign companies like my employer to abandon DEI programs. It's none of their business what we do in the EU. We like what we do and we're not going to change. They cherrypick a few bad examples and pretend everyone works like that.