boraxman around Saturday, June 13th...
The issue is that it creates an incentive structure which necessitates a racial/sexual bias to remain complaint.
I agree fully with you here that it *can* create a incentive structure - but if it has, the company has implemented it wrong.
The same strucutre you cite already exists *without* DEI, but it's the polar opposite, resulting in racism, misogyny, etc. Hell, half the people here make it VERY clear they would not hire someone they deem as LGBTQ+. DEI combats that.
Is it perfect? Hell no. Is it better than the alternative (ie: nothing)? Hell yes. Instead of being "anti-DEI", be "anti-abuse". ALL of our systems are abused in some way or another -- that's the game. There is always persons out there ready to exploit/abuse/whatever any system in place. The key is to iterate and revise, not destroy.
On Saturday, June 13th boraxman said...
Actually, one way companies increase their female management is to just create bogus "manager" jobs, i.e, rename someone working on their own as a "manager", and then this increases the female manager metric.
I've seen this play out in a million ways over my career, but replace "female" with whatever you like. Bad people game the system to make themselves look good. Nothing new. (Bad) Managers do this with or without DEI.
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