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Hey Fishes Looking out for a job change and came across vacancies at Deloitte India as per my profile and experience. Can someone kindly help me with the referral. That'll be great help. Have been trying from a long time to switch but nothing fruitful yet. Your referral might make the job hunt a bit easier so kindly help. Yoe: 3.3 Profile: SAP SD associate consultant Immediate joiner
Deloitte India
Thanks in advance for your help.
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White people are being told they are racist just because they are white. This is creating more racism and turning a perceived divide into a canyon.
I have had DEI training. As a white person, it was incredibly uncomfortable, but that’s the point, right? I always tell my students that you cannot grow and learn without being uncomfortable. Understanding someone else’s perspective is uncomfortable especially when you realize you have made someone else feel unwelcome or that you are bias yourself. Having to reflect on past experiences and conversations is uncomfortable, but it helps with not only how you approach and speak with peers, but with students.
It is not my place to decide if a person of color should be offended or uncomfortable by what I say or do. It’s my place to respect their feelings and change my behavior. This is no different than when a man makes a woman uncomfortable and blames us when we let him know that his behavior is unwelcome or when someone makes a joke that you do not find funny. Being aware of how our words and actions affect others is what we teach our students everyday to improve their emotional IQ. Why shouldn’t adults have the same responsibilities? You know it is hard for students to admit their wrong, but adults are so deep in their own rightness that admitting you are wrong would have to make you look at everything you believe.
As for some thinking DEI is creating more racism, many white people think that because they see no color they are not racist. DEI forces you to see color (which can be uncomfortable), so you can understand where those individuals are coming from. People of color do not have the privilege to not see color, many BIPOC people change the way they speak (code switching) around white people because they do not want to make white people uncomfortable. They think about their interactions with white people everyday, but white people never have to adjust or think about their interactions with them? Acknowledging and accepting those differences is not racist; it’s compassion, empathy, and respect.
I get it. DEI is uncomfortable to go through. Reflecting and acknowledging your own bias is uncomfortable. Being confronted with how others feel about what you have said or done in the past is uncomfortable. Feeling anxious during this training is uncomfortable, but many people of color can feel this way everyday. White women have the potential to be the greatest allies to people of color. They just have to acknowledge, learn, and speak out.
WHITE PEOPLE DO NOT WANT TO ERADICATE MINORITIES!
Not sure about DEI, but White women benefited the most from Affirmative Action.
Ana- did you ever think that ascribing a duty to an individual based on a group membership based on race is, well, a little racist ?
The problem with the word racism being thrown around, much like anti-Semitism in the Israel warrior. They just use it as a way to continue getting away with what they're doing, is that it actually doesn't change anything.
The whole point of my post was to say that despite the fact that dei initiatives are supposed to be helping minorities, the net result is that they're not working. Idgaf if you're calling me a racist or not. If you want the quality, your steps toward making that happen are not working the way people thought they were, or they are working exactly as intended and you're not realizing that that was the case. Either you open your eyes or you start admitting that you don't give a s*** one or the other
I would say your hypothesis is too narrowly tailored. DEI initiatives advocate the hiring of women, sexual preference minorities, transgender individuals, and disabled individuals in addition to racial and ethnic minorities. Race is a single facet of a much broader discussion. Whether you agree or disagree with DEI, boiling it down to one issue and ignoring the other issues is just another form of eradication.
I have to be honest, I'm having trouble understanding exactly what it is that OP is trying to communicate. Does OP's statement it go like this?
1. DEI favors the whites
2. DEI forces BIPOC to work with whites
3. BIPOC people are terrified of whites
4. BIPOC can't get compensation for stress of working with whites
I guess I'm really stuck on the ending part...why should someone be compensated for stress? Why would someone continue to work in a stressful situation if they are truly "terrified" of their co-workers? And if that's a thing, why the hell is my salary so low?
CHS1- it's not that simple.
“I want a nuanced and honest discussion “ to “how dare you disagree with me -I’ll cancel Glassdoor app and tell you people that you just don’t give a $_it!”
Do you want honest discussion or an echo chamber of sycophants?
PS - there is no slavery - nobody is forcing anyone to work . It’s a voluntary mutually agreed upon arrangement between employer and employee. Or, because Marxist DEI always needs the dialectical opposition to oppose - it’s oppressor and victim.
Tricky psyop - it’s all part of the white supremacist plan to keep BIPOC workers lulled into tacit acceptance of corporate dependency and quell the workers revolution- bwahahahahaha! The curtain has been peeled back by Ana- Game Changer ! The only way forward is through !
But the whites don't accept dei. They walk into the room as abusive as they've always been. And now they are protected on dei because that's respecting their opinion. They are as oppressive as they've always been, but now in the guys of inclusion they can get away with it
The original post was too short because I could not ride the original essay I had written about this, and the sarcasm from everyone doesn't really make me want to try and make my point because unsurprisingly your jerks, so what's the point.
And I'm coming back to try and make a point but it's kind of half-assed. I deleted the glass door app about 10 minutes after I uploaded it to make this post because honestly, I was trying to make an interesting point and I was met with derision and there's not a lot of points in me wasting my time like that. I may probably take this conversation elsewhere, with people more willing to enter time when I'm trying to say
But for those that give a s***, 95% of workplace accommodations are actually taken by able-bodied people, not people with disabilities. In a similar vein, did you hear about how people that have unlimited PTO in their companies have workers that don't take any PTO at all? Dei initiatives are supposed to specifically help minorities, and they are supposed to supposedly, make this environment more inclusive for everyone. However, just as with accommodations,,,,,, the people these initiatives are supposed to help actually are not helped by it because they do not take advantage of the initiative that exists for them, because in general they tend not to take things, at least when you compare them to the white counterparts that use accommodations or screen inclusion, inclusion, inclusion every chance they get when they're being intolerant, racist, homophobic, transphobic, f**** etc
That was around my point but I don't think you are either ready, willing or able for this conversation. I will take it elsewhere. Maybe I'll get somewhere with somebody else.
I agree with you IMS1-
It's like either it's my way or you are not accepted in society. People can and should live their own lives without fear of rejection/violence/bullying because the way they live it looks different the way you live yours. Live and Let Live!
What’s DEI? And what’s BIPOC? 🤯
Diversity, Equity, and Inclusion.
Black, Indigenous, and PeopeOfColor
Michigan Elementary- please explain the nuance or how you spin race essentialism as a positive? And where has this tactic worked ? Rwanda? The Balkans? Where is the evidence that this type of race grifting has resulted in anything besides worse morale, less discourse, and a victim/ oppressor mentality? If its reason is to stoke a revolutionary movement to tear down systems - which ones?
Okay, I understand what you’re saying here. Let’s examine this aspect of your hypothesis.
It seems to me you’re claiming a causal link when your warrants make it loosely associative. As I understand it, here is the situation you’re describing. Antecedent: DEI seeks to include more minorities in the work force. Observed behavior: White woman takes time off to watch daughter’s recital but Latina does not.
Your conclusion is that the first woman is aware she can ask for time off but the second isn’t. Certainly a possibility. But you haven’t shown why DEI is responsible for either the first woman’s knowledge or the second woman’s lack of knowledge. There are also confounding variables of hierarchy and length of time with the employer in addition to hidden variables like cultural differences in the approach to work, workload, timing, and autonomy of the child, etc. None of these variables are controlled for or explained, and all have a more direct link to the observed behavior than DEI. Supposing your claim about knowledge vs lack of knowledge is correct, it still has no causal link to DEI but rather a strong causal link to the confounding variable of duration at the company, which persists regardless of knowledge or entitlement.
Let’s also look at your statistical claim that 95% of workplace accommodation requests go to those with no documented disability. If you’re going to continue exploring your theory, you have to be more careful with numbers. There were roughly 160 million people in the US with some form of employment in the year 2023. Of that number, about 6.2 million had a documented disability. That means disabled employees made up 3.875% of the workforce. Of employees with no disability, 9.1% were likely to ask for a workplace accommodation (usually a change in policy). Of employees with a disability, 13.8% were likely to ask for an accommodation (usually a change in physical facilities). Given this additional information, the 95% number for accommodations makes perfect sense. Let’s crunch the numbers to see why.
Given: A company with 187 employees (number chosen to facilitate later math in the lower percentile).
180 have no documented disability (187 * 0.96125)
7 have a documented disability (187 * .03875 and I’m rounding to simplify the math).
16 abled employees ask for an accommodation (180 * 0.091)
1 disabled employee asks for an accommodation (7 * 0.138 and still rounding).
17 total accommodation requests
94.11% of requests come from abled employees (16/17)
5.88% of requests come from disabled employees (1/17).
That squares with your claim that 95% of accommodate requests go to abled employees while 5% go to disabled employees. It very neatly matches the other numbers. (I don’t have enough of a breakdown to run standard deviation or z scores, but the difference between 5.11% and 5% is not going to be statistically significant for most social sciences.) I’m including raw data links below if you need them to further test your hypothesis.
https://www.bls.gov/opub/ted/2020/people-with-a-disability-more-likely-to-request-changes-in-workplace-than-those-with-no-disability.htm
https://www.bls.gov/news.release/pdf/disabl.pdf
Additionally, you may want to take greater care in your terminology. You’ve decided to say “white will mean entitled majority,” but it doesn’t. White is a racial term. It doesn’t encapsulate the nuances of a racial majority individual in the sexual minority, or a racial minority individual in the sexual majority, or an abled minority with racial and sexual majority, etc. Trying to claim that white encapsulates all majorities is an oversimplification and virtue signaling at best. At worst, it would put an abled black man in the white category on issues of disabled female inclusion in STEM fields, as an example. And now the semantics don’t make sense at all. Fine-tuning your terminology will avoid these issues and also give you greater precision in looking for data, case studies, and numbers that will help evolve your hypothesis into a theory.
(and to be honest I am not exactly sure what to do with this knowledge. I guess we have to work on outreach more, and actually work in the psychology of the employees that are not taking advantage of the things that are available to them. Not sure how to make other employees feel worthy of what they are entitled to, suggestions welcome
Ana - do you know what is being encouraged by DEI policies ? Anti white racism. If you said anything in this post about Black or Latinos - ascribing a behavior - as you did with Whites, you’d be regarded rightly as a racist or cancelled for hate speech- but it’s installed in every area of government, academia, and every area of our lives. White people, according to this post are a problem. A remedy must be found. Sound vaguely familiar? White privilege White Tears, White Rage - is an attempt to pathologize being white, and is a racist trope.
So you’re doubling down on a racist claim that white male capitalist majorities exist to abuse and oppress? Apparently the implicit bias trainings are working wonders.