Venting a bit: Are you finding DEI groups at work overrun with allies. Is there also an increase in celebrating said allies? Is it just me?

Most of the groups I'm in (esp. event teams) are being taken over by allies wanting to do what they think should be done to 'celebrate' whatever topic the month is, usually speaking over marginalized coworkers and rarely consulting with them. It seems like the only time this doesn't happen is for gay (usually yt) men or BHM. I'm just feeling so...minimized.

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This is what I don’t like DEI initiatives. It’s typically run by white women who feels that they know what DEI means to everyone. They then invited themselves to every panels and not inviting the diverse folks. Nope I will not be a token on the DEI initiative.

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I will share one bright light. One of the firm initiatives in on has a typically white lady as the lead. At first she was a bit...much. eventually we felt comfortable enough to speak with her and she had become awesome. Like night and day difference. She gave me so much hope. She now asks questions, but not asking you to do her research. She does the research and then asks your opinion on things. I'm thoroughly impressed. I hope more are like her.

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Yuuup. Most of the people who get paid to DEI work at McK are cis-het white women. And the ones in the highest ranks FOR SURE are cis-het white.

I feel as they take our out of the box idea and share it as their own. When in fact I have been sharing the same thought and seems as it wasn’t good enough until a white person agrees. Also being left out of initiatives. Today was great!!!! Two white manager got asked to be in the new team manager resource initiative and now they want to partner up to share our experience and they will be our voice… yeahhhhh ok.

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The salary is within range of what I would accept, but I just moved to a different state.

I want to leverage this, and follow up with the hiring with another place (similar position in my current city and state) I haven’t heard from yet. Do you think that’s wise to do?

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For those who already have a baby - I (36f) just had a baby 6 weeks ago, and my wife (33F) is now back at work (WFH) and I’m still on leave. Since I have the baby all day and get up with her all night, my wife basically “takes over” baby duty when she stops working. The problem is that within an HOUR she has lost all patience with the baby. She gets frustrated so quickly if the baby is crying and will say things like “I’m just going to let her cry since nothing im doing helps” (cont)

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Salary for Senior Data Analyst with over 10 YOE?

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What is so great about working in Salesforce? What are the benefits everyone raves about and what do they even do? Is it implementation?

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Has anyone here used EY Law for marriage green card? I know it’s “free” but I had a bad time with them processing my L1 visa 1.5 years.

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FYI, if anyone is looking for a cool political podcast, Slow Burn (season 1 and 2) is so good! I’ve been binge listening, lol

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My lease ends March 1 of next year. Do you think there will still be deals on apartments in the city then? Considering asking to break my lease. Prices are too great to give up right now

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What do you think is a good salary for a Creative Technologist fresh from a masters in the UK?

Hi all :)
I’m new to Fishbowl and trying to unlock the DM function.
Please help me unlock this 😇

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How does one go about finding a mentor or someone to help you refine what you want to do career wise?
I love coding but I also love the strategy that goes behind building an effective website (for visitors and content editors) and I’m having difficulty finding a role to navigate towards.

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Hey there! Has anyone tried to switch from Lever’s ATS? I’m wondering how they handled your data export.

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I have an offer from Capgemini.
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Hi, I have offer from Nagarro for 26 LPA & HCL for 27.50 LPA ( 2 L variable). I haven't accepted HCL offer yet, i have asked atleast 27 LPA fixed. Cognizant Offer in Pipeline for 29 LPA fixed. CCTC-18. 50 LPA Exp - 6.3 Years Tech Stack - ReactJs Np - 45 Days remaining. Cognizant take how many days to release offer letter after HR round? Does they will offer 29 LPA fix? will negotiate with Nagarro before 15 days of joining date. What max Nagarro can offer? Cognizant

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When did you know it was time to move on from public accounting?

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Anyone else think the What to Expect app is complete garbage??!! Seems like the information about the baby’s development and my body changes don’t cite any scientific sources and seems as though the app’s sole purpose is to get me to buy sponsored products. Is there anything better for us?

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How do you separate work from your personal life? I struggle with being the perfect advisor to my clients and then having time to enjoy my life.

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Hi Guys, I am moving to Pune in Nov, my office is in GiGa space IT park, can you suggest some good PG (single occupancy).

Also, out of curosity what is the WiFi speed one will get in a PG? Thanks!!

How is infrasoft aka kiya.ai to work
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Timings?
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Please share

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Additional Posts in The DE&I Depot

I recently changed my last name. When my husband and I got married over 20 years ago we talked about what legacy we would leave it children... Would it be in the form of a company, a brand, or what? We came up with a name that was the second half of my first meme combined with the second half of his first name. We didn't yet know how we were gonna use it... But we had named our legacy. Over the past couple years, as things like 23 and me have become more popular, we started...cont'd

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Just got off the phone with a recruiter who asked me what year I graduated from my MBA program and college and effectively told me I was too old for the role. I do have the 1 year of experience they asked for in the job in question. It's just that I have all this other experience in things unrelated to the role or things I want to deemphasize in my next role. Is there anything I can do? I only list the last 8 years of experience (as it's most relevant) and don't have my graduation years listed.

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What are some racial/gender/age based micro aggressions you’ve experienced in the workplace?

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WARNING: If you've raised a concern around workplace discrimination with your manager or HR, consider consulting with a lawyer NOW - even if it's just a single meeting get guidance on how to document occurences, what to do with the documentation, & what your options are. If HR told you they are "investigating" you need to know that HR isn't doing the "investigation" that you think they are. HR will protect the company's interests & they'll deploy grimy tactics to do so - including faux empathy.

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When you encounter an unfamiliar name, do you laugh or say it's hard to pronounce? Here's what you can do instead.

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Is anyone wondering what life will really be like for all the new Diversity, Equity, and Inclusion executives that many companies are hiring and bragging about now? I wonder how much power they will actually have to effect change. I wonder how long the trend will last.

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What do you all suggest for impactful and meaningful DE&I goal for leadership level?

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Are you responsible for giving performance feedback? Avoid giving personality based feedback. Examples include telling an Asian person they are too quiet/shy or telling a Black person they are agressive/abrasive. DO NOT DO THIS. It clearly represents bias in Performance Management. Performance feedback should be tied to business outcomes with clear examples of what the person does well + how they can improve.

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How did you all get into the DEI space professionally? I’m doing a lot of work internally at my firm and spent a lot of time in my masters program focusing on DEI and want to do DEI work full time. Looking for any guidance in making the transition from traditional consulting.

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I was talking with an Asian mentee who told me that he has experienced the following microagression during job interviews: "You speak English soooo well!" Any suggestions about how he can respond?

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This is a safe, judgement-free,anonymous forum for seniors, leads, managers, partners, & principals to ask questions & get support around workplace situations which may have a DE&I component. This is also a place where leaders can learn more about DE&I without fear of asking “the wrong” question or saying something which will get them labeled as a “racist” “ignorant” or “insensitive” in the workplace. If you are providing answers/info, be informative & kind to everyone who posts questions here.

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DE&I is now a core leadership competency. If you are managing diverse talent, it’s important to understand what the term “privilege” means within a DE&I context so you can lead your team to higher levels of inclusivity+develop optimal strategies for solutioning around team issues/challenges. Everyone has some aspect of privilege depending upon the context. Privilege means the absence of obstacles/barriers, not necessarily the presence of perks. Though some would say *that* itself is a perk.

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Do you know what "BIPOC" means? What about "LGBTQ"? What about "mysogynoir"? As a leader, it's your job to know. Get thee to google, my friends! 🙂

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TRUE OR FALSE? In your workplace, raising concerns about unfair treatment, discrimination, or harassment tends to make things worse for the person raising a concern and put that person’s opportunities, role, reputation, and/or job at risk.

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Hello fishes, Do you have suggestions on Diversity & Inclusion activities that can be done virtually with a group? I found few ideas in google but would love to hear about any experiences and suggestions.

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You CAN be that leader that people want to work with. 1st, self assessment is required. Be honest: As a leader,have you engaged in/accepted Attribution Bias with a dash of gender &/or race bias? (See the pic) This is something we all need to be aware of as we lead our teams, provide performance feedback, & model the behaviors we'd like to see more of on our teams. Be on the lookout for Attribution Bias in yourself & on your team. It's a hindrance to creating a high-performing, inclusive culture.

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