Split Thread Diversity Equity and Inclusion and merit in employment etc

Aridas said:
DEI became a thing in the first place largely because it was demonstrated that equal opportunity wasn't actually happening AND that companies could potentially get in legal trouble on that front. I don't see any reason to believe that "reinstate colorblind equal opportunity" is in any way accurate, either for the history or actual goals in play.

The Trump Administration likely will go after DEI, though, yes. It's also likely that the "colorblind equal opportunity" that you look forward to will be a perversion of the concept.
Click to expand...
I'm going to be a pain and add some specificity.

It's not that equal opportunity wasn't happening, it's that equal opportunity wasn't producing equal outcomes. Opening up to all applicants and not discriminating on the basis of race or anything else doesn't guarantee that you'll get a representative selection of applicants, let alone of qualified applicants.

For example... my profession is absolutely not representative. Actuarial science is dramatically lacking in black and hispanic professionals. And it's definitely NOT a case of discrimination - all of the exams are completely blinded, we take the exams as numbers, the graders are not present when the exams are taken and are assigned a random collection of tests with no names on them. Each exam is graded by more than one grader, and if they disagree on the points (some tests have a degree of interpretation when it comes to written answers), the graders confer and come to an agreement. It's not possible for discrimination to play a role in it. But despite all of that... there are extremely few black or hispanic people who even try to enter the field. And although females make up about 55% of the starting cohort for the lower level exams, they fall out prior to reaching fellowship level so that at the end of the day, fellows end up being IIRC about 65% male. Asians are overrepresented by a fair bit.

DEI ended up being adopted to try to FORCE things to have equal outcomes. Which is silly, really.
 
Thankfully, DEI being taken out. Imposing a caste system on companies - and in every other part of life - seems stupid and evil.

Alliance for Fair Board Recruitment vs. SEC

Nasdaq proposed rules that compel the companies listed on its exchange to disclose information about the racial, gender, and sexual characteristics of their directors, and to have (or explain why they do not have) at least two directors who meet Nasdaq’s definition of “diverse.” SEC approvedthose rules. We hold, however, that the diversity rules cannot be squaredwith the Securities Exchange Act of 1934.
Click to expand...

GejqgOIXoAAMiyV
 
arthwollipot said:
I thought I just did. I gave you a comprehensive set of DEI policies that work. Not my fault if you didn't click on the link.
Click to expand...
It kind of is your problem if you're not capable of actually explaining what you think they mean and how they work. But that's fine. You don't have to participate, and I will just make a mental note that you're contributing nothing except condescension.
 
Emily's Cat said:
It kind of is your problem if you're not capable of actually explaining what you think they mean and how they work. But that's fine. You don't have to participate, and I will just make a mental note that you're contributing nothing except condescension.
Click to expand...
Condescension is all some of these ◊◊◊◊◊◊◊◊ ideas deserve.
 
Orphia Nay said:
I'd have some respect for an argument that went, "DEI is not necessary anymore because it's been successful".

But instead we are shovelled blatant sexist and racist hatred by DEI's opponents.
Click to expand...
You can treat people as individuals - the ultimate minority - or by the color of their skin. One of these ways is racists. Which do you choose?
 
Emily's Cat said:
Well that's silly. That's like assuming anyone named Benjamin or Adam is jewish. Old Testament is shared among all of the Judeo-christian-muslim faiths... and they're also just plain old common names used without any consideration of their religious origins.
Click to expand...
I didn't assume, I checked. Rachel is a very common name for a Jewish woman, and yes, I would probably check for Benjamin or Adam as well. It's fair to say that it doesn't really matter whether she's Jewish, but since I had checked I thought I would point out that it appears unlikely (she's Black).
 
arthwollipot said:
I'm not a policymaker. It's not my job. I'd be bad at it.

I will say that the Australian Public Service does a pretty good job of it.
Click to expand...

I hope things have improved since my time.

I worked side-by-side with a guy who was born in Ghana, and black.

Possibly the nicest guy I have known in my life.

One day, he gave me a report, from the Department of Finance (IIRC) who had done a public service wide survey to establish the years of service, education level, and pay grade of all Federal Public Service employees by ethnicity and country of birth.

They found that black Africans consistently had more years of service, and higher qualifications than their peers at every level in the Public Service, and also that they were more and more under-represented the higher the pay grade.

He said: "It is nice that they continue to look at these things, but progress seems unbearably slow."

We were both SOGC*, he was in his fifties, and I was in my thirties.

He had two more degrees than me, including the equivalent to the two that I hold and about 15 years more experience than me.
(He also held degrees in statistics and law, neither of which I have and his qualifications were from Ghana, Russia, France and Canada.)

We were both promoted to that level at more or less the same time (about a month apart).

By the way, if you ever want to feel inferior, work with someone from Africa, he spoke seven languages fluently (and he didn't count all the African languages he spoke as separate languages).

:)


* Senior Officer Grade C - the lowest rung in the middle-management stream.
 
Orphia Nay said:
DEI is colourblind.
Click to expand...
That is the most clueless statement in this whole thread.
Orphia Nay said:
I am not your monkey.
Click to expand...
Certainly not. But you claimed without evidence that the opponents to DEI in this thread were making racist and sexist statements. I gave you the opportunity to support that claim, which you declined. Having provided no evidence, your claim can and should be dismissed.
 
arthwollipot said:
I think Jerry Coyne is a wanker and a dickhead and I don't pay any attention to anything he says.
Click to expand...
Fine, I can work with that. Forget Coyne, he's a poser and likes bad music, too.

What do you think about requiring the following DEI competencies for California Community College employees when they go up for evaluation and tenure review:
  • Advocates for and advances DEI and anti-racist goals and initiatives.
  • Leads DEI and anti-racist efforts by participating in DEI groups, committees, or community activities that promote systemic and cultural change to close equity gaps and support minoritized groups.
  • Contributes to student life on campus and supports diverse students beyond the classroom.
  • Includes a DEI and race-conscious pedagogy and/or curriculum in campus activities for students, faculty, and/or staff.
  • Understands and applies asset-based student-centered practices and activities that recognize students’ lived experiences, strengths, and capabilities and empowers students to take ownership of their learning experience (e.g., Competency Based Education, Credit for Prior Learning, etc.).
  • Commits to the success of minoritized students by providing specific opportunities to access educational pathways and opportunities for academic and career success (including academic and non-academic advising, mentorship).
  • Develops and implements student programs and activities that incorporate a race- conscious and intersectional lens and equips students to engage with the world as scholars and citizens.
  • Creates an inclusive learning and working environment by valuing differences among colleagues and students and recognizing the ideological disproportionate impacts on historically minoritized racial groups.
  • Contributes to DEI and anti-racism research and scholarship.
Source
 
You must log in or register to reply here.

Back
Top Bottom