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Who thinks Betsey should resign?🙋♂️
Additional Posts in Diversity & Inclusion
Hey guy, I have this book out. Wondering if you could help me spread the word. It teaches you how to write KPI’s for an IDB perspective. I am in the market to switch career back to my original so I am open to assist especially non-profits address their data issues. Anyway guys if interested send me a DM. https://www.amazon.com/Key-Performance-Indicator-Development-Guide/dp/B0B5K9W5JC
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I don't think you can, DEI at its core is a racist ideology. It is designed to fight racism with reverse racism. All you are doing is turning the tables on the others. As MLK famously said, don't judge based on the color of my skin but on the content of my character. It should be based on what you know and if you are qualified for the position, not on anything else.
It’s wild that MLK gave a speech with a single sentence then never said anything else ever
Content and programming on how patriarchy hurts men, e.g., lack of paternity leave, societal and professional judgement for taking time off or going part-time to parent/caregive, societal pressure from boyhood to repress emotions and exist in the small box of “be a real man,” etc. A google search will yield plenty of resources.
Further, DEI goes far beyond gender and race. Physical ability difference, neurodivergence, accents, background, etc., are all topics within DEI.
Importantly, sharing quantifiable statistics on the business impact of DEI is helpful for showing that DEI is business critical and thus should be everyone’s priority.
And don’t take DEI advice from anyone who uses the invalid term, “reverse racism”.
Is there? I mean this as a genuine question. I’m a straight white man, raised in a blue collar household who was the second in the family to go to college (state school), first to go to law school, slogged through 10 years in BigLaw as an associate billing 2200-2500 hours a year, to finally make equity partner.
I’ve spent the better part of the past three years getting lectured at, ignored and dismissed all over three traits (gender, race, sex) that I have no control over.
I have friends, family and colleagues across the spectrum, and no issues with accepting people for who they are and advocating for them. Is there really a seat at the table for people like me? To feel welcomed rather than blamed?
Partner, I get what you’re saying. I would say action (and not talking) is what is ultimately needed. The white guy needed most in those seats are execs and other with power and influence; unfortunately they are usually absent so nothing gets accomplished and the programs get axed.
If folks like you want to help then you need to think about what you can do that’s actionable and not just “talk”. The seat is not optimized with someone who holds no power - that’s likely why they get all the frustration heaped on them when they sit down lol. But when an exec (WM) is there, everyone takes a more measured approach to addressing wrongs and he can actually talk about steps to move in a better direction (or maybe he can’t). But at least the stance representing WM/the culture is definitively known. I hope this makes sense.
Pro
If you focus on the business aspects of DEI that demonstrate a tangible benefit, you can make a good case for DEI bettering the entire organization.
Rising Star
It's difficult to provide specifics due to client confidentiality. But staying somewhat generic, my team was attempting to help a client address a control issue in one of their business locations. Including diverse resources that better understood and appreciated the nuances of the facility and the demographic allowed us to design a process that had a better likelihood of success - because we brought in resources that had a better frame of reference. The initial group working on the process did not have the same background and experiences, and accordingly our initial suggestions during brainstorming would have had little likelihood of success. The diversity of thought allowed the team to look at the problem with many different lenses, and provided a proposed solution that was more viable in the associated environment. I hope that helps.
DEI also includes all ages of stakeholders and while they are white and male they will (God willing) age. So DEI considers their interests, needs, and contributions.
Should they become ill or experience a disability, DEI does the same.
White supremacy likes to play dumb when it comes to this. Show them the increasing annual fines the EEOC settles/wins for victims against companies for discrimination (hundreds of millions). Then show them that less than 10% of all F500 companies are run by non-white men. So you see, They have alot of seats already. I’m sorry but your job isn’t to convince white men they have a seat - it’s that they should view other groups with the same humanity they view their own group.
I’m impressed with you, OP. This is a very good take.