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Some people blame DEI for their failures. Diversity wins top talent.
You Blamed DEI for Hurting Your Career. Now What?Story by Callum Borchers WSJ
Massively paywalled at WSJ
Syndicated at MSN
https://www.msn.com/en-us/money/markets/you-blamed-dei-for-hurting-your-career-now-what/ar-AA1xhidj
Callum Borchers
Jan. 15, 2025
Too many corporate initiatives framed DEI as a moral imperative, says Ruth Villalonga, who advises companies on diversity messaging as senior vice president at Burson, a strategic communications firm. So, it’s no wonder that many employees assumed personnel decisions were influenced by something other than the bottom line.
To restore confidence in hiring fairness, companies should make clear that business goals come first and diversity is part of a strategy to recruit top talent, she says.
To restore confidence in hiring fairness, companies should make clear that business goals come first and diversity is part of a strategy to recruit top talent, she says.
MSN is extremely mac and copy/paste hostile, so to copy and share the text, it's up on pastebin.
https://pastebin.com/raw/Z3kF92fn
OTHER ARTICLES ON DEI
4 common arguments against DEI—and how to dismantle each one
https://www.fastcompany.com/91113957/4-common-arguments-against-dei-and-how-to-dismantle-each-one
04-28-2024
Cho recommends using a monkey bar metaphor for explaining the distinction between DEI aims:
• Equality: A child falls off the monkey bars and scrapes their knee. An adult goes over, assesses the wound, and puts a Band-Aid on the knee. A second child falls off the monkey bars and hits their head. An adult goes over, assesses the wound, and puts a Band-Aid on the knee. The support was the same, but it wasn’t helpful to the second child.
• Equity: A child falls off the monkey bars and scrapes their knee. An adult goes over, assesses the wound, and puts a Band-Aid on the knee. A second child falls off the monkey bars and hits their head. An adult goes over, assesses the wound, and gets an ice pack for the head. The support was different, based on the need, and was helpful to mitigate the symptoms.
• Systemic Change: Several children fall off the monkey bars, each with different wounds. The adults gather, thinking, “The monkey bars set keeps hurting our children. We should do something so that it doesn’t continue to hurt them.” The monkey bars has been dismantled, and a new one has been built. The source of the issue is addressed, the monkey bar set is redesigned, and the environment is changed.
Conservatives are blaming DEI for everything: a (semi) comprehensive list
From the collapse of the Francis Scott Key Bridge to the CrowdStrike tech outage, DEI has become a go-to scapegoat for some conservatives.
https://www.fastcompany.com/91162241/conservatives-are-blaming-dei-for-everything-a-semi-comprehensive-list
07-25-2024
They want to pit people against one another
According to a recent Washington Post-Ipsos poll, “more than 8 in 10 Democrats (84%) said DEI efforts were good for companies compared with 34% of Republicans.” The poll also found that many Americans do not fully understand what DEI actually means. When surveyors included the definition of DEI in the poll, favorability increased to 91% among Democrats and 49% among Republicans.
In this way, weaponizing and blaming DEI can be a tactic to scare people and make them terrified of something they may not even fully understand. Creating fear about the unknown can divide individuals and unite a core group against one cause. In this case, anti-DEI evangelists often imply that providing equity and inclusion for all hurts white men.
When some conservatives blame higher taxes or elevated unemployment on DEI, they pit workers against one another. The irony is that DEI work is designed to help all workers thrive.
They are scared of the world changing
But when it comes to DEI, here’s what they miss: Diversity is about embracing the differences we all bring to the table, including ethnicity, age, gender, religion, and so many other aspects of how we identify. Equity is about treating everyone, not just a select few, fairly and providing equal opportunities. And inclusion is about feeling valued and recognized for our contributions, and feeling ultimately that we belong.
According to a recent Washington Post-Ipsos poll, “more than 8 in 10 Democrats (84%) said DEI efforts were good for companies compared with 34% of Republicans.” The poll also found that many Americans do not fully understand what DEI actually means. When surveyors included the definition of DEI in the poll, favorability increased to 91% among Democrats and 49% among Republicans.
In this way, weaponizing and blaming DEI can be a tactic to scare people and make them terrified of something they may not even fully understand. Creating fear about the unknown can divide individuals and unite a core group against one cause. In this case, anti-DEI evangelists often imply that providing equity and inclusion for all hurts white men.
When some conservatives blame higher taxes or elevated unemployment on DEI, they pit workers against one another. The irony is that DEI work is designed to help all workers thrive.
They are scared of the world changing
But when it comes to DEI, here’s what they miss: Diversity is about embracing the differences we all bring to the table, including ethnicity, age, gender, religion, and so many other aspects of how we identify. Equity is about treating everyone, not just a select few, fairly and providing equal opportunities. And inclusion is about feeling valued and recognized for our contributions, and feeling ultimately that we belong.
Assault on DEI: Critics use simplistic terms to attack the programs, but they are key to uprooting workplace bias
https://theconversation.com/assault-on-dei-critics-use-simplistic-terms-to-attack-the-programs-but-they-are-key-to-uprooting-workplace-bias-243011
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Republish our articles for free, online or in print, under a Creative Commons license.
M. Cristina Alcalde
December 18, 2024
Despite the many ways leaders of an organization can work to cultivate an inclusive and respectful culture, DEI critics tend to portray this work in simplistic terms.
For example, two Stanford University academics misrepresented DEI efforts recently. In an August 2024 op-ed in The New York Times, they presented DEI as mainly consisting of one-time trainings that divide groups into oppressors and the oppressed.
Narrowly defining DEI in such simplistic ways ignores the bridge-building involved in DEI efforts and makes it easier to repeat the single story that DEI has failed.
In her 2009 TED Talk on the danger of the “single story,” novelist Chimamanda Adichie said single stories, or narratives that only present one perspective, are based on stereotypes and incomplete information. They result in false assumptions and generalizations.
For example, two Stanford University academics misrepresented DEI efforts recently. In an August 2024 op-ed in The New York Times, they presented DEI as mainly consisting of one-time trainings that divide groups into oppressors and the oppressed.
Narrowly defining DEI in such simplistic ways ignores the bridge-building involved in DEI efforts and makes it easier to repeat the single story that DEI has failed.
In her 2009 TED Talk on the danger of the “single story,” novelist Chimamanda Adichie said single stories, or narratives that only present one perspective, are based on stereotypes and incomplete information. They result in false assumptions and generalizations.
Same article at USA Today.
https://www.usatoday.com/story/opinion/columns/2025/01/02/dei-critics-distort-thwart-effort-to-uproot-workplace-bias-opinion-miami-republicans/77087257007/
I could have copied the entire article under the creative commons license, but kept this post short.
You are encouraged to read the original articles.
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