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Message
re: Harvard Business Review: The Most Common DEI Practices Actually Undermine Diversity
Posted on 6/16/24 at 9:03 pm to LSUDVM1999
Posted on 6/16/24 at 9:03 pm to LSUDVM1999
Hiring and promoting people because of their race, gender, ethnicity and/or orientation serves to weaken organizations.
DEI programs are not well thought out and are generally a waste of time. The purpose should be to ensure that the same career development is available to all employees, not that outcomes will be the same for all...because they won't be.
Companies shouldn't waste their resources on new job titles and consultants, who are generally weak anyway and are always leftists with a broader agenda. Manage hiring/promoting practices within the HR group.
DEI programs are not well thought out and are generally a waste of time. The purpose should be to ensure that the same career development is available to all employees, not that outcomes will be the same for all...because they won't be.
Companies shouldn't waste their resources on new job titles and consultants, who are generally weak anyway and are always leftists with a broader agenda. Manage hiring/promoting practices within the HR group.
This post was edited on 6/16/24 at 9:05 pm
0
Posted on 6/16/24 at 9:13 pm to LSUDVM1999
quote:
Relative to white parents, Black parents are more likely to quit a job, turn down a job, or change jobs due to childcare challenges. Ensuring that employees are not stigmatized for utilizing family-friendly practices is imperative for these programs to increase diverse representation.
Maybe we should promote married two-parent families as a DEI initiative.
quote:
Four of the most pervasive management practices — performance evaluations, diversity and harassment training, grievance procedures, and job tests for managers (standardized reading and writing tests or assessments of work-related skills) — are each counterproductive for attaining diverse managerial representation. While these practices may reduce legal trouble, they fail to increase managerial diversity.
Performance evaluations and job tests don't promote DEI because they measure actual ability to do the job, without giving special advantages to people based on race, their genitals, or where they like to stick their genitals.
Posted on 6/16/24 at 11:25 pm to TN Tygah
Real talk
By the time employees reach corporate America, the gap between white and black is too great. No amount of effort or programs at that point will bridge that gap.
To the extent there is a problem that needs to be solved, it needs to be solved with family structures and with young education.
The accounting profession “thought leaders” have been ranting about diversity for 15 years. We are no more racially diverse today. Why? Because the number of black kids studying accounting at university level isn’t changing, and the cpa exam pass rates at HBCUs is, and continues to be, abysmal.
By the time employees reach corporate America, the gap between white and black is too great. No amount of effort or programs at that point will bridge that gap.
To the extent there is a problem that needs to be solved, it needs to be solved with family structures and with young education.
The accounting profession “thought leaders” have been ranting about diversity for 15 years. We are no more racially diverse today. Why? Because the number of black kids studying accounting at university level isn’t changing, and the cpa exam pass rates at HBCUs is, and continues to be, abysmal.
This post was edited on 6/16/24 at 11:27 pm
Posted on 6/17/24 at 12:46 am to LSUDVM1999
DEI is an attempt to gain en masse by coercion what they/them, she/her, he/him are unwilling or unable to earn by individual effort.
Not a fan. btw.
Not a fan. btw.
Posted on 6/17/24 at 1:33 am to LSUDVM1999
Democrats are really grasping for any help they can get this election cycle.
Posted on 6/17/24 at 7:38 am to LSUFanHouston
quote:
The accounting profession “thought leaders” have been ranting about diversity for 15 years. We are no more racially diverse today. Why? Because the number of black kids studying accounting at university level isn’t changing, and the cpa exam pass rates at HBCUs is, and continues to be, abysmal.
I'll accept this as true because I surely don't know it to be untrue. I've never looked at the numbers but I also don't think I've ever met a black accountant.
Why do you think this is? I bet a black accountant could write their own ticket these days.
Posted on 6/17/24 at 7:40 am to supadave3
quote:
Why do you think this is?
Posted on 6/17/24 at 7:43 am to LSUDVM1999
True story, fairly related:
Global, Fortune 250 company that i work for.
If you need an abortion and live in a state where its not kosher, they pay for travel and the procedure. In state, procedure paid for. IVF, fully paid up to five uses. Need your pet spayed/neutered, covered...
Want a vasectomy ? out of pocket
want to bring this up with anyone ? branded
Global, Fortune 250 company that i work for.
If you need an abortion and live in a state where its not kosher, they pay for travel and the procedure. In state, procedure paid for. IVF, fully paid up to five uses. Need your pet spayed/neutered, covered...
Want a vasectomy ? out of pocket
want to bring this up with anyone ? branded
Posted on 6/17/24 at 7:53 am to LSUDVM1999
So, if you create a good work culture and focus on incentives that aren't just about being trendy and giving stock options, and take care of workers with families, you will have a better workforce.
quote:
Family-friendly practices (childcare, flextime, and parental leave) can accommodate the disproportionate work-life challenges experienced by women and people of color. In heterosexual married couples, women spend substantially more time on caregiving than their husbands, even among couples with egalitarian earnings. Relative to white parents, Black parents are more likely to quit a job, turn down a job, or change jobs due to childcare challenges. Ensuring that employees are not stigmatized for utilizing family-friendly practices is imperative for these programs to increase diverse representation.
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