You’ll notice that in this very long story, there is no mention as to whether or not the hiring of DEI officers actually improves diversity. It’s almost as if the whole point is to create jobs for the DEI industry. I would argue that a company can, and should, create a culture of inclusion, transparency, and excellence by focusing on merit and individualism. Such a culture encourages diversity. In a struggling economy, DEI officers are a luxury that only companies with weak cultures lean on.
Diversity, equity and inclusion leaders, who were hired in waves to help companies achieve an ethnically balanced workforce after George Floyd’s murder in 2020, are being phased out, surveys indicate, leaving experts in the field concerned that corporations’ talk of affecting change was just empty words.
DEI roles increased by 55% following demands for broader racial equity and justice after Floyd’s murder, the Society for Human Resource Management reported in 2020. But instead of creating fair opportunities and a comfortable work culture for Black employees, a pair of recent reports indicate, DEI professionals are losing their jobs, as layoffs across the economy have gained momentum.
[…]
Reyhan Ayas, a senior economist at Revelio Labs, which surveyed DEI layoffs, said the data shows the pledge to impact change was not followed by genuine effort.
“I always say that it is so easy to make public statements and commitments because no one will eventually check if you’re committed to the things that you committed to,” she said. “I can say: ‘I will be fully vegan by 2025’ because no one will ever call me in 2025 and ask me if I’m actually fully vegan. And that’s really what is going on here. In 2020, a lot of companies made big commitments, big statements around the DEI roles and goals. And as we are observing a turning of that tide, I think it’s very timely that we actually look into companies to see if they have kept up with those big statements they made.”
“I always say that it is so easy to make public statements and commitments because no one will eventually check if you’re committed to the things that you committed to,” she said.
I forgot… Was she talking about DEI in a corporation or CRT in a school district?
Or just about any campaign promise of the 20th or 21st century.
What the DEI officers found out was that the updated US population by race charts have been more of a function of our societal outlook and ancestry.com than ‘less white-non-hispanics’. There are easier job opportunities if you are a minority in the US, and anyone with a tincture of ‘non-white’ DNA can identify as that race (look at Elizabeth Warren).
Of my relatively small circle of friends about 26% have been or are married interracially and all the kids are taught in school to celebrate the non-white in themselves. And every parent is proud of their mixed kids being the non-white part. I have never called any of them out on that, but privately I thought they should have their children celebrate their entire heritage. I guess that is a hard sell these days when schools teach that blacks and women are the heroic victims of History and people like George Washington and Thomas Jefferson were dirty slave owning bastards.
Generally speaking, if you aren’t an employee involved directly in making or selling your company’s product/service, then you are considered overhead. Overhead employees are definitely ranked by value added, but first cuts always come out of overhead. Those adding the least value are the first to go. Kinda looking like DEI has a value problem.
It’s almost as if the whole point is to create jobs for the DEI industry.
The old Jesse Jackson shakedown, re-mixed.