As ive recently experienced egregious discrimination at the hands of my DEI team, im curious - what does everyone think on this:

What role does DEI play in regards to facilitating awareness of discriminatory practices in the workplace and assisting employees navigate those waters? How can DEI be applied to how workplace investigations are performed and help allow for more transparency and accountability?

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The DEI team itself discriminated against you? Would you mind sharing in what way(s)? Without understanding the structure of the company you work for, it's difficult to understand the root of the problem. For instance, some companies don't have much (if any) integration between their HR function that handles employee grievances or performance issues and their DEI team. Others have an ethics office that is separate still from their HR function. How any of those offices collaborate can vary company to company.

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Why would you trust a group of hacks when the sole reason for their existence is discrimination?

Egregious discrimination at the hands of DEI? I think you really need to provide further context for FB members to provide useful suggestions.

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Thanks for listening - I know it's a lot. With your background of being involved in investigations, would you be able/willing to share examples of good policies/procedures used by companies that do investigations well? I'm doing my best to bounce back after all of this and getting care from healthcare providers, but really feel like I'm scared to even go back into any work environment and go through this again. It would be helpful to know there are places out there that can do this well.

I'm in the private sector and I learned that state/Federal jobs have more robust policies in place. For instance, when speaking with my cousin who is a state trooper, he asked me what my internal reports of previous complaints I submitted, indicated. He was shocked when I told him, that my company never gave me any final determination/report. Also, when I asked my employer in the more recent complaints what they would be sharing back with me, they said that they would likely not share anything but a determination. When I suggested this to the lead counsel, that's when he gave me feedback about the company needing to survive.

DEI teams should only be implementing inclusive policies and empathy based training for improving culture and building awareness. They should not be doing anything that could be viewed as discrimination. As employees they have to follow non-discriminatory policies just like all other employees. That’s why the laws exist. Maybe review the policies, document where the policies were not followed, then file an official complaint ?

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You can't follow anti discrimination policies when your sole purpose is to practice discrimination

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