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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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Trump.
It's sad. I know folks who complained that they were passed for promotions because their colleagues "checked more boxes" than them. Spoiler alert: they got the promotion because they had years of sales experience which is what the role would require.
The funny thing i wonder is can, lets say, a BIPOC woman file a complaint with this org/group and say she was discriminated against when her white colleague gets the promotion? Or is that not acceptable? 🤷♀️
A lot of this DEI backlash is backlash against performative DEI. If you weren't committed in the first place and you did things to look good, then it's easy to say "well, we don't need to look good anymore, we're out!"
On the other hand, i also know a lot of professionals who are being very cautious about where they apply for their next opportunity. Recent news of DEI teams being fired etc. does not exactly scream "inclusive and anti-racist workplace."
Pro
Part of the problem is that there have been too many fraudsters that talked themselves into sweet roles which they used to enrich themselves. Look at the Facebook DEI lead, the DEI tourism group in Philadelphia with sexual harassment alligations, or the DEI executives that plagiarized their respective theses. People that do not believe in DEI were looking for validation that DEI is a scam and they found plenty of ammunition. Also, too many companies rushed onto the DEI bandwagon without a good action plan and have nothing to show for their DEI efforts. Unfortunately, noise like this taints what started as a good and virtuous movement.
Orange man bad…..just keep repeating!
Definitely a shame that it’s come to this… but I’ve witnessed detestable behavior from Fortune 500 DEI leaders up close with junior, female employees and less senior Black employees. And because DEI usually sits within or under HR, NOTHING IS EVER DONE, except more retaliation from HR and the DEI leaders.
100% spot on right there. As an award-winning employee who was with the same company for 10+ years, and as a BIPOC female w/a disability, I've experienced this first hand w/DEI leaders (Chief Equity Officers) who were also women of color, encouraging me to speak up to HR, only to be blatantly discriminated against resulting in adverse employment actions including
-having the police called to my home after missing not even a full day of work when I was locked out of my laptop and the screen on my phone was broken and after I already reached out that week informing hr and my bosses of anxiety due to the Tops Buffalo shooting and how law enforcement in my area said things on the record like "these people are coming to replace us".
-from there I was put on a "paid pause" while I was told to search for another role that landed me in working under the DEI team where I was okay in the role for 5 months before being pushed to take a medical leave and then threatened with termination while the leave was incredibly delayed in being approved (5 months) and I was not paid that entire time.
-I specifically told employee relations that I felt I was being discriminated against and in response, they attempted to separate via mutual termination which I specifically called out as it was not mutual. I was placed on a paid pause as they tried to work out terms.
-i later learned of another reason for my boss pushing me to take a leave that was also discriminatory and submitted a complaint to the other channel listed in our anti-discrimination/harassment policy, you knky be given the run around and then gaslighted "we found no evidence of discrimination and your emotional outbursts will not be tolerated". And like that, I was ba k to reporting to the people who were discriminating against me.
-I continued to be treated poorly and documented it via email/grievance process. I even escalated to the Deputy Chief of HR who delegated the task of hearing my concerns to her employee relations lead counsel who told me that if he found I was discriminated against, he'd have to likely fire people and he had to do what's best for the company. Because I was dissatisfied with that response, I followed up with the Deputy Chief of HR to inform her that I was still having issues and she then directed me to the Chief Equity Officer, which was my boss's boss who ignored my previous emails which included the complaints. The Chief Equity Officer had a meeting with me to "hold space for me to be heard" and ask if there was anything she could do. I asked that I be allowed to return to my previous position where I excelled and no longer would be subjected to the ongoing discrimination. I sent an email recapping only to receive a response a week later from the same employee relations person who didn't help me prior and later that same afternoon, I was terminated by the chief equity officer and hr...both black women.
-more events occurred but this is a shortened list provided in the context of DEI...
DEI was sitting outside HR up until this past November. These events I shared occurred from May of 2022 through December 2023. Prior to this time, the chief Equity Officer encouraged me to speak with hr regarding my experiences from 2019 to 2021 because they thought what I experienced was egregious, so I was hopeful and naive about changes that would take place regarding discrimination. I am moving forward with holding them accountable via state/Federal agencies. This ordeal has been debilitating to me not only professionally, but both personally, emotionally, and financially. I feel absolutely traumatized by this experience to the point where I don't even want to exist at times. Many say that I should just move forward in my life, but accountability is important for me to move forward. My boss told me "it's a small industry, we all talk, don't ever cross me". I've been in the industry for 20 years.. this is not easy and I suspect that there are any others who have experienced this too. We need allyship across the board in speaking up for those who can't and holding people accountable for their unlawful actions.
Right wingers have come to love the strategy of endless legal challenges to either obstruct laws from being implemented or, in cases like this, scare more risk adverse organizations into dropping all DEI initiatives. Even when they lose, they’ve rallied their base (who likely thinks they won anyhow) and grifted them out of tons of money.
We got here through misguided attempts to achieve equality. The egalitarian future that people deserve was never going to arrive in the form of corporate initiatives.
It’s not often you hear someone use the word “egalitarian” in a positive way in 2024. I’m not sure if A1 was using it as an attack against DEI or as something to strive for
We got here because DEI is a euphemism for racism and exclusion. It is an evil ideology that is used to deny men, whites, and other groups opportunities.
Could you provide some examples of this exclusion?
Example: When you hire someone partially, largely, or completely because of race, you must be excluding someone as well. People that push for greater "diversity" at work are denying opportunities to whites, men, and sometimes Asians, because brown people and women are being hired because of their race, ethnicity, and sex. DEI is evil.
Wow, PS1. Why don’t BIPOC just go out and and build something great, instead of focusing on DEI?