I think there is a lot going on in DEI from the good to benign to maybe annoying, somewhat coercive, to probably illegal under civil rights law. The name itself reflects that. It should be up to companies what they want to do within the law.
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Your example was that you regularly see ads of companies looking for marginalized communities. That sounds like great evidence in court should someone ever try to sue a company for discrimination. Thereās nothing contradictory there.
Which is more believable - HR is there to advocate for you or there to protect the company? Thatās his point.
HR is always to protect the company.
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Canadian universities, actually
The federal government said they would no longer give big money grants to straight white men, universities have been hiring accordingly
What is believable is he can talk about fortune 500 companies in the US and be right some of the time.
Exactly it would be foolish to think otherwise. Just as it would be foolish to think companies care about filling a quota. They care about delivering value (i.e. profit) to their shareholders. Part of that is minimizing any threat or risk of being accused of discriminatory hiring practices.
Iām not talking about companies
āAs DEI in American academia is being rolled back, Canada is grappling with a similar force. Here, DEI-related discrimination is actually much more severe than it ever was in the U.S. because itās as long as the groups being discriminated against were the supposed perpetrators of discrimination in earlier times. So, university positions can legally be advertised as being off-limits to white males, for example . Indeed, hiring pools for many of the countryās most prestigious federally financed endowed chairs, the Canada Research Chairs, have been restricted to previously āmarginalizedā groups.ā
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Weāre witnessing this in real time in the USA. Taking a knee is long forgotten at a corporate level.
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Preference will be given toā¦
university positions can legally be advertised as being off-limits to white males, for example
But the other side of that weāre seeing is any risk of being accused of violating civil rights law. A lot of it seems to just be on that level, appeasing various baying mobs, rather than concern about best practices. Iām about to go to Costco, Iād like to know more but it sounded like they have good ideas and are sticking to their guns.
Well I am and that was the post was about. Just sharing the perspective from a hiring manager that I found interesting. Companies could actually be exposing themselves to further risk if they rid themselves of any DEI policy since it essentially advertises that they do not practice discrimination in hiring.
Iām not arguing with you about academia or whatever. Just another point of view.
Same as they could be exposing themselves to risk if ignoring title 7. The balancing act is changing and it appears that comanies are taking a pragmatic response.
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What a radical idea
Students should be assessed according to merit, accomplishment, and characterānot prejudged by the color of their skin.
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It cost MLK his life in 1968.
My neck still aches from watching Democrats go from rioting for King sixty years ago to a return to support for judging people on the basis of immutable personal characteristics like skin color. Equal parts sad and amazing.
There is a total absence of judgement among todayās left. They continue to show us why they shouldnāt hold any power over Americans.
Iām sticking with the Communists from now on, the proper ones
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Unilever trying to move away from all of this
Unilever boss Hein Schumacher quits as company aims to move on from āsocial purposeā
Probably better for the kid to go directly to Google and not waste his time at college in the US. But still, DEI for me and not for theeā¦
I agree, but itās good that heās stepping up to the plate for other people. Itās clearly nonsensically unfair.
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