{ "media_type": "text", "post_content": "Do you feel like your company seeks out POC faces but then doesn't support their voices?", "post_id": "60f0a0c77591b8002421cbc2", "reply_count": 17, "vote_count": 12, "bowl_id": "55375ce690f5eebe1d2a0f88", "bowl_name": "Tech" }

Do you feel like your company seeks out POC faces but then doesn't support their voices?

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I feel like companies should allow all voices to be heard, and not prioritize who gets a voice based on the color of their skin.

likefunny

If people of color are significantly underrepresented in tech, especially at the leadership level, by default, their perspectives, concerns, and considerations are also underrepresented. We don’t need more white, cis males in the room if they already account for a overwhelming majority of the voices in that room. We need to include more diverse voices from varied ethnic, gender, socioeconomic, and disability background. Period.

likefunny

No because I feel my voice is heard because I’m a capable human being and don’t need validation with this “diversity” initiatives.

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I think they are trying their best and that no matter what they do, it will never be the right move, because there is no perfectly right move. We all just have to keep moving forward and do the best possible.

likeuplifting

I’ve heard this from a co-worker who has been included for diversity feedback. She feels they are asking the right questions but aren’t really listening. Like its more for show and they already know what initiatives are best. To be fair I think the same could be said for my company as a whole for any type of feedback. In 20 years they take associate surveys and get feedback, form committees and do very little if anything, so I don’t think its personal, I think its just the way the company is.

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Ya! Every time a survey is sent, we all have one question. What happened to the results from last survey? Why there is no accountability to take actions and be transparent about it. Making everyone included is by sending surveys, or hosting fireside chat, or another platform to paint inclusiveness. One can voice all they can, but what’s the point if it is not heard and action taken? Very few are fortunate to be at the right place right time to see a transformation. While white privilege is a sensitive topic, I just want to say this is common concern in any organization around inclusiveness! Every workplace has some form of deficiency. However I would really like to hear from anyone who would say their company has no faults when it comes to diversity and inclusion. (Please share details why you think so! If I am convinced, I will consider applying there 🙂)

likesmart

I honestly think that it's frequently like a parade the way that companies announce all their diversity practices and try to put people forward when we should be simply hiring a diverse group of people and then doing teamwork and team building workshops instead.

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I don’t feel that way now but as a WOC have felt tokenized that way in the past.

Don’t mind the detractors, OP. Some of them seem triggered by the mere idea of equal access and opportunity lol.

This type of discourse is the problem. Simply saying you’re against these types of programs that put people in “diversity boxes” makes those who support them brand you as some sort of near-racist. It’s not about equal opportunity like you people think it is. You’re talking about equality of outcomes. That’s what I find fascinating.

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My opinion is that there is no way to avoid that these things must be addressed, however doing them publicly as a blanket and parade in front of all employees is not how to go about it in my opinion. I think it's about the right hiring practices and a genuine shift in perspective within leadership. And then as far as it affects people throughout the company I think there should simply be active conversation in force when things come up. When it seems that someone is constantly being shut down, or there is a trend of that within a team that may be based on race or gender, the manager must have to participate in some kind of conversation about that with HR and potentially those involved. It starts at an individual level and it's about how things go within the trenches. I'm not talking about a don't move at the risk of getting fired policy, I'm talking about seeing problems arise and then having further conversation and resolution, and if at that point you have a "bad apple" of a manager, then a conversation about termination can happen because they are not aligned with the values of the company.

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