Any direct interaction with diversity hires? Screw DEI

They'll fade away hopefully once all this ESG shite crumbles under it's own weight.

You still don't get it? The whole plan here is that you do the work for them and they take the credit. Either you do that you they file endless DEI complaints against you for being a racist misogynist tyrant.

You do their work for them and they will love you. What? You don't have time to do their work and yours too? frick you.

At my job the only DEI hires I've seen are floor workers and our dispatch manager.

With the floor workers, they took the hiring process away from our operations manager and went with an outside contractor "recruiting and hiring team" to place new employees in the facility.

The overall quality of new floor workers has gone pretty much to shite. Over the past two years they've hired and placed 4 women on the floor, and three of them didn't make it past their first day of labor. The fourth was one hell of a tough Native broad who made it a whole 10 days. We tried telling the contractor that this just isn't a job for women (floor work is extremely high stress and physical) but it's like they just have to keep trying to find a woman to prove us wrong. Aside from that, we went through three years of revolving-door turnover because of "minority" hires. They refuse for some reason to hire Mexicans, but they'll hire any black dude with a pulse and it has caused attrition. We work with some really great black guys and some pretty sorry white guys, so it's definitely not a color thing, but when there are 30 applicants for a position and 29 of them are ignored because they're white, I sure wish the recruiter wouldn't make it a color thing.

The dispatch manager, OTOH, found the right knob to gobble and is pretty openly having an affair with the guy that used to be her boss before he changed from ops to the engineering side. I wouldn't necessarily say she's bad at her job but she's certainly not good at it, and one of the requirements for that job is to run driver routes in a pinch when necessary, and in two years she has never done so because she can't do the physical labor so she delegates and gets away with it. Our HR team won't touch the issue because they're also woke and ate up with the DEI, so they just pretend it's not a problem.

Thankfully my coworker and I answer to the engineering side of the company that acts almost as its own independent entity, and completely avoids the crap that muddies the waters, but I still have to work in the same facility and deal with the same bad hires made by an outsider.

About 20 years ago, I had a discussion at a backyard BBQ with a neighbor who worked for AT&T. The state of Georgia was accepting bids for a contract to revamp their entire systems infrastructure. I believe Lucent and one of the baby Bells each cobbled together a consortium of companies to bid on the contract, in addition to AT&T. There was a requirement that in order to win the bid, you had to have a minority owned contractor on your team.

AT&T won the bid, and my neighbor was involved in the early project planning meetings. There was a black guy who was responsible for some infrastructure piece of the project (laying wire, or something), but he didn't seem to know anything about what it was that he was supposed to do. Not long after the project started, the black guy stopped coming to the meetings. My neighbor asked questions about where the guy was and was told not to worry about it. The guy was just a lawyer who represented a ghost company that fulfilled the "minority component" of the team. He got paid a couple of million bucks to fill that role and then he left once he was paid. AT&T had planned to do that work all along, but needed the lawyer to get the contract.

The ultimate "do nothing" job. That lawyer had a scam going and was doing very well. I'm sure everyone knew and nobody raised any questions. The objective of providing jobs for black employees was totally ignored.

quote:

---

Sometimes, I felt they actually enjoyed seeing my frustration.

---

I you don’t realize it’s intentional, you are very naive.

I dealt with a guy who had a lot of pull in HR (and probably the threat of lawsuits) and there was a short period where probably 50%-70% of engineering hires came from Tuskegee.

Don't hire engineers from Tuskegee.

quote:

---

Any direct interaction with diversity hires?

---

OMG, I had to work with a 'diverse' person one time, it was horrible. Not only were they slow and didn't know anything, they smelled like lotion.

Thank God for white people. I've never had a problem working with any of them.

We have two. They both sat out a year during covid while the rest of us came into work and worked.

quote:

---

In general, they tell you whatever you want to hear and then leave you hanging in the wind while deadlines approach. When later confronted, they simply deny they said what they said. Accountability and reason seem to be foreign concepts to them. They are experts at raising expectations - and having them dashed.

---

Hence emails are the best choice, unless you're negotiating with them because they don't pay attention to verbal math or take notes

We have a DEI supervisor that has been coming to meetings for well over a year and always states he has nothing to add after every meeting.