{ "media_type": "text", "post_content": "This needs to be said. If your firm is not doing the below, or it’s doing the opposite of the below, your firm is faking interest in diversity, equity, and inclusion (DE&I). Continued in comments.", "post_id": "6271ed4bef619b002700b0b9", "reply_count": 209, "vote_count": 40, "bowl_id": "552d1d24dc1c586b09d2d051", "bowl_name": "Consulting", "feed_type": "crowd" }
null

This needs to be said. If your firm is not doing the below, or it’s doing the opposite of the below, your firm is faking interest in diversity, equity, and inclusion (DE&I). Continued in comments.

likefunnysmart
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I don’t think all of your points are mandatory, but they’re all good guidelines. Needs at least some dedicated qualified people with funding. Can’t just ask random minorities to handle everything- it’s not fair to them and an accountant isn’t necessarily qualified to handle everything.

like

Hmmm. I don’t know, I suppose the idea that it needs to be a full on separate department, reporting to the CEO directly? Especially when a lot of its duties are going to be replicated or overlap or influence HR stuff.

helpfulfunny

DEI has to do with ideas. Not with race, gender, orientation or anything else.

Diversity of ideas and perspectives benefits the business. Therefore, it's up to line managers to analyze their team composition and balance it out. One way to do this is via intellectual assessments given by some firms.

However the baseline principle of a meritocracy cannot be violated. No hires should be based solely on a physical attribute

likefunnysmart

You really need to read The Meritocracy Myth.

Recent IconRecent

What capitalistic genius created a bogus DE&I certification program?

likefunnyhelpful

Pushback <> wrong

I thought it was common knowledge that every company was faking this interest

likefunnysmartuplifting

Wrong.

When you take it seriously you fund, staff it, have it reporting into the appropriate line of authority, and tie it to performance metrics.

No slow foreplay required.

like

You forgot:

7: When shareholders are pressuring you to generate free cash flow, gut your DE&I department. Fire them all. It's an easy way to cut fat without disrupting the core business

#SorryNotSorry

likefunnysmart

OP: There is no DE&I "Department"

Also OP: If you hire a DE&I executive, staff a department.

What a joke you are.

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likefunny

I mean, keep on using loaded terms like “emotional labor” and it just gets progressively difficult to take any such argument seriously.

likefunny

SMH, this thread is exactly why I don’t bother coming in here much anymore, adult f’n playpen.

like

This is a case study in “right content, terribly arrogant tone and insufferable delivery” that allowed my team to fully ouster and replace McKinsey at my current client

likefunny

I’m 1/4 Yiddish

And - if a VP is laugh reacting, what hope is there? (Sigh)

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likefunny

Please consider why a simple post with tactics to implement effective DE&I causes you so much emotional pain. You know who you are.

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likefunnysmart

Did you talk privately to confirm that?

I just look at the people in leadership. If there are zero/or few Asian or black women in leadership positions, I just figure it’s not an organization I want to be a part of.

likefunnysmarthelpful

The mental gymnastics in this discussion whew!

Why not worry about getting the best talent rather than ticking checkboxes when hiring? Businesses should be meritocracies after all. 🤷🏾‍♂️

likesmart

C1 — I appreciate the context. And you’re right that privilege comes in many forms. And it’s complex. But the majority of DEI programs focus predominantly on race. What happens when you have an opening and need to decide between a Black applicant from a wealthy family and a white applicant from a poor family? Or a white applicant who is disabled and a Hispanic applicant who is able-bodied? I could go on. There are a million factors that make people privileged and disadvantaged, but DEI efforts tend to only focus on the visible factors. If you can show statistics of your racial, gender, etc breakdown, you’re good to go. Of course recruiters do not solely consider race, but you’d have to be insane to think it’s not a factor. A study in France found that when applications were de-identified to combat biases, the number of minority hires went down because hiring managers had been subconsciously giving preference to minority candidates. Of course we should make it possible for anyone to enter and succeed in the career of consulting, but all DEI efforts do is place society into a false dichotomy of “oppressor” and “oppressed” that hides the many shades of privilege and honestly often does more harm than good.

like

Damn… the ratio on this

likefunny

There’s a huge diff between people volunteering to do something vs being expected to do something (ie colunteer vs voluntold)! I think this is something OP should have caveated
Also, prior to engaging on this post, I don’t have trauma from having to explain stuff that I have to work through. Apples and oranges mate

funny

Any parameter that a firm considers important, DEI or not, should be tied to executive compensation. That’s the only way to prove their money is where their mouth is.

likesmart

Exactly

D&I is important, but many of these recommendations won’t work.

D&I initiatives on college campuses have lead to bloated, unaccountable bureaucracies that claim overwhelming oppression on campus from the heights of privileged life. The private sector has almost 30 years of case studies to see how this approach is value destroying.

Culture change doesn’t take place top down and it can’t be enforced by a new hierarchies unaccountable to the broader mission of the organization.

Many heavy industries have safety cultures that have greatly reduced injury and fatality rates over the last 40 years. There’s not a dedicated hierarchy that reinforces safety and certainly no one who reports directly to the CEO about the safety agenda. That’s because everyone is accountable for safety. A second HR department signals that D&I is their job and people should just let them handle it. And we’ve all seen how ineffective the broader people agenda is thanks to modern HR organizations.

I agree with the metrics recommendation. That’s a key enabler of safety cultures as is the tie to performance management. But a lot of the rest is detached from reality.

likehelpfulfunny

Thanks for clarifying!

And I’m totally on board with your criticism of current DE&I approaches, as is OP but the way, hence he presented his thoughts on what’s needed.

I like your connection to ESG/Sustainability! It’s key that we move DE&I into the direction of EHS with clear and measurable programs. Instead, I have the feeling that DE&I is moving into the general ESG/Sustainability direction, where it’s mostly a PR topic and not actually something that is moving to the core of the business.

Tried to get my cousin a spot in one of the diversity recruitment events (we are pakistani) and they said no bc Asian does not count as diversity lol

likesmartfunny

Marriage and divorce rates and sociological info are available on the web.

Wow OP deleted their initial comment detailing their six point plan for DE&I

Take this giant L OP.

likefunny

Yes, because of the cognitive discomfort.

funny

.

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likefunny

Two questions

Which ones are wrong?

Where can I use the credit you are issuing me?

Nope, I agree with and love all these points. DEI needs this business support at a BARE MINIMUM, like any other function.

like

Can you tell me if the post is still visible? I think it may have been removed by the algo due to the triggered folks reporting.

like

Why is everyone hating on this so hard? GT is doing 5/7 of the things that OP listed. if we are willing to put money, time, and effort into DE&I, why isn't T1 &T2? If you don't care about DE&I, just say that. don't make it out to be an impossible feat because it is not.

likesmartfunny

Sure, OP, keep rocking that attitude… you’ve really changed a lot of people’s minds with it here… which of course is ultimately what needs to happen for DEI initiatives to be taken seriously

You realize only an extremely small % has the ability to do any of these things right?

likefunny

Glad you continue to champion as narcissistic POV of DE&I as possible

likefunny

Where did your post with the points in the comments go?

helpfullikefunny

Way to miss the point lol

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