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The lesson is don’t have equity or diversity managers at all. They are make work positions and there are zero studies that show any benefit of diversity training. Obviously there are legions of equity consultants eager for work that would say otherwise, but in the real world it serves no benefit and employees rightly resent being forced to submit to lectures that imply there is something wrong with them.
Yep. These people are in it for the grift. It’s essentially a shakedown. If you don’t hire one, the (soon-to-be vestigial) Blue Checkmarks of Twitter will promulgate your institution’s ESG heresy and defame you until you do. If you ever have to terminate them for anything other than to stave off a financial collapse, they’ll lawyer up right away and allege discrimination. It’s an entire niche industry.
Just a reminder: the nascent white-collar scandal of FTX (essentially Bernie Madoff on steroids) was, like Madoff, a massive fundraising initiative for a certain political party. And FTX received terrific ESG scores. Now proven to be a criminal enterprise. Shocking.
Anyone, much less a government employee, getting fired that quickly indicates a much bigger issue. As always in these cases, the Plaintiff gets to litigate and alginate their case in the press. When the actual facts come out, the “journalists” will be long gone
If this is true, it’s very sad we’d still be in this place in 2022.
I’ve said it before and I’ll say it again….I am shocked…SHOCKED I TELL YOU! That the city that once thought it was a good idea to issue car tags to help identify those that live there vs. those that don’t, would ever be sued for outright discrimination.
It’s downright madness. Obviously, this is a very one-sided presentation of the case since Carmel chose not to comment. However, given the fairly overt tendencies of the Carmel leadership in the past 20+ years, it doesn’t sound too unlikely. I could absolutely see them being pressured to hire for this role, conceding, and then placing such impossible limits on the person they could never be successful. I would also argue that the issues ALWAYS start from the top…hopefully we are nearing a change in the guard.
“Equity” itself is a discriminatory concept the way the DEI identity obsessed “promoters” (colleges and big corporations) try to integrate it into our culture.
DEI is a counterproductive philosophy.
Traditional values like hard work, excellence in all you do, and kindness (along with a good dose of common sense) will lead to better outcomes.
No you are not a bad person if you oppose DEI!!!
This is a very narrow view. While too much oxygen or too much water can kill a person, the opposite is true in much higher frequencies. Taking the time to learn about another culture, race, religion, ethnicity, etc. can provide you with a much more holistic view of the world and people around you. We ALL have biases that are a product of our own life experiences. An effective DEI leader, and an open-minded individual, will work to consciously recognize them and take steps to avoid their negative impacts.
Before the 2020 summer of love BLM riots, there were no DEI officers. The corporate guilt reactions came to life that summer, all in fear of being exposed as corporate bigots and racists. The solution, out of fear, was the new DEI folks being hired left and right to show the world how concerned corporate America was. Another facade and another scam.
That’s a completely baseless claim. DEI efforts have been in place at many large organizations since well before the unrest of 2020. Your statement is just false.
DE&I training is a way to understand there are other beliefs, opinions and contributions outside of the “sameness” that a lot of people seem scared to accept. There’s a world surrounding this sameness bubble that doesn’t all look like you and will continue in that direction like it or not. To say diversity doesn’t make organizations better is an example of the fear created by the groups of people rejecting any DE&I initiatives.
It’s the “E” in DEI that is the sticking point for me. Sure diversity is great. And learning about others with different backgrounds is great. Perhaps even beneficial to creativity and teamwork.
But equity interweaved with diversity/inclusion implies those with a “less privileged” identity (race/gender) should be given ‘’more opportunity” than those for from “more privileged” identity groups (race/gender). In order to accomplish this, you must discriminate on identity and make “identity group based” assumptions about the individual which could be dead wrong.
It’s happening to Asians in America who lose out on college admissions (regardless of the individual Asian person’s actual privilege in life) because of polices drivived from the DEI philosophy.
When do policies like these “run out of utility” over the course of time?
DEI training is predicated on the infantile notion that a few core demographic traits (mostly race, but sexuality, gender identity, national origin, and sex factor in as well) determine the capacity to offer expansive ideas…and that these same traits overwhelmingly govern thinking. Best of all, it seeks to shoehorn compliance with its own strictures (the “DEI” appropriately resembles the Latin word for “God”–this is a religion after all) thereby guaranteeing that an institution will result in a “sameness bubble”, and, partially out of fear of deviating from the hivemind, people with potential heterodox or simply creative opinion will keep their mouths shut.
Diversity of thought will almost always help an organization become more nimble and resilient. But that’s the opposite of what DEI hopes to impose. It only sees diversity in terms of melanin and genitals. But it does help keep lots of otherwise unemployable people fueling a grift that is very profitable…for them. So it’s no surprise that they’ll fight it tooth and nail.
How comes it takes at least two Carmel police cars to pull over cars with minorities in them? How many minorities are employed by Carmel Government? This doesn’t shock me a bit.