There are very concerning patterns developing at the moment in the DEI space. DEI efforts, and often those leading them, are increasingly the most biased and close minded parts of the organization. Spreading selected stereotypes and often solving concerns about “discrimination” by being very biased and inequitable.
For example at my last company a report showed that slightly fewer of a certain minority were promoted. This was pointed out and discussed extensively. However when someone pointed out that the same data showed that there were zero of the same minority in performance plans and that everyone on performance plans was a white male, the conversation was shut down. As in it was incredibly important we address this very minor statistical gap on one end, but when the same data suggested that we might be biased against older white males the same DEI department (which had no older white males by the way) shut the convo down immediately.
DEI can’t just be about selected DEI that meets a certain biased definition that is, ironically, not inclusive.
For example at my last company a report showed that slightly fewer of a certain minority were promoted. This was pointed out and discussed extensively. However when someone pointed out that the same data showed that there were zero of the same minority in performance plans and that everyone on performance plans was a white male, the conversation was shut down. As in it was incredibly important we address this very minor statistical gap on one end, but when the same data suggested that we might be biased against older white males the same DEI department (which had no older white males by the way) shut the convo down immediately.
DEI can’t just be about selected DEI that meets a certain biased definition that is, ironically, not inclusive.