What's noticeable, and telling, about That Fuckwit's attack on DEI is how hopeless the response to it is, how hard it is to find anyone saying anything more than "oh but lovely diversity!"
No wonder the goddam right is winning.
=> More informations about this toot | More toots from MikeMorris@mastodon.ie
The point about DEI is that it's how you hire the best. It's not a charitable endeavour, it's a tool to stop your workplaces being dominated by mediocre people from the same background who know how to game the system.
But as far I can see, nobody is even making that argument. The worst thing about attacking DEI seems to be that it's vulgar. God it's bleak
=> More informations about this toot | More toots from MikeMorris@mastodon.ie
@MikeMorris I wish more people understood this.
One thing we did for DEI is that we started blinding our code challenges, so that the reviewers don't know anything about who wrote a particular solution.
It is all about eliminating latent biases.
=> More informations about this toot | More toots from forse@kolektiva.social
@forse @MikeMorris Yes. I've hypothesized that ideal system is blinded check for minimal qualifications with utterly no attempt to rank or find best candidates. Random selection among qualified pool. Not only should this eliminate bias, but it also eliminates a huge inefficiency in the form of wasted effort trying to make oneself stand out and effort in evaluation.
But you still need to make environments non hostile to everyone but the traditional in groups or you won't have the applicants.
=> More informations about this toot | More toots from dalias@hachyderm.io
@dalias @forse @MikeMorris We live in a real world where there is a large portion of people with racist and sexist biases. It's pervasive, and includes internalized racism and internalized sexism. That's baseline reality.
The result is a bias to hire and pay more to mediocre white men.
According to supply and demand, this means you can get better personnel by actively seeking those who others are biased against. Your ideal hiring practice shouldn't be blind, it should exploit the extra supply.
=> More informations about this toot | More toots from isaackuo@spacey.space
@isaackuo @dalias @MikeMorris Random selection seems a very interesting approach! O_O
Yes, you do need to foster a culture that makes everyone feel welcome.
And yes, there are practical advantages at hiring people others are biased against.
=> More informations about this toot | More toots from forse@kolektiva.social
@forse @isaackuo @dalias @MikeMorris The opposite of DEI isn't meritocracy. It's PNC: Prejudice, Nepotism, and Cronyism.
What does non-DEI hiring look like?
Don Jr, Ivanka, and Jared Kushner in senior roles.
Lachlan Murdoch running News Corp.
JD Vance's new press secretary, Buckley Carlson: https://www.hindustantimes.com/world-news/us-news/tucker-carlsons-son-buckley-secures-key-white-house-role-igniting-nepotism-row-101738055939678.html
Clearly noone would say these non-DEI hires were solely on merit.
And that's what DEI does: It counterbalances the advantages that nepobabies have through prejudice, nepotism, and cronyism.
It gives people who are working class, women, or non-white a fighting chance to be hired on merit over a crony or a nepobaby.
There's another side to DEI beyond hiring.
It's about preventing racial and religious vilification in the workforce.
It's about preventing sexual harassment in the workforce.
It's about preventing bullying, including homophobic and transphobic vilification, in the workforce.
Take a look at the lawsuits Tesla and SpaceX have settled to see what a workforce without those guardrails looks like.
Does anyone genuinely think a workplace would be more productive if people regularly shout out the N-word?
If female staff are being pressured into sex by bosses?
If gay, lesbian, and trans staff are being physically threatened because of who they are?
That's why we need DEI.
=> More informations about this toot | More toots from ajsadauskas@vivaldi.net
@MikeMorris they will argue it IS performance / a kind of brutal fairnesss.... BUT with the unspoken sense that being good at the job is 90% about belonging to the in groups, looking like them, not making anyone important uncomfortable or even think at all, and reliably turn up able bodied to a cosplay of Mad Men work environment.
=> More informations about this toot | More toots from georgebaily@mastodon.social
@MikeMorris in a word, are you here at work to reinforce our power. In their view DEI is a small PR based tax on that. Which if you believe it, as you say, it's hard to defend and easy to just say uwu as the Nazis descend
=> More informations about this toot | More toots from georgebaily@mastodon.social
@MikeMorris We need systems to accomplish that not vulnerable to these kind of mischaracterization attacks.
=> More informations about this toot | More toots from dalias@hachyderm.io
@dalias @MikeMorris There are no such systems. Racist sexist bigotry always lies as convenient to attack. There is nothing that is somehow unvulnerable to a complete willingness to lie about everything constantly.
=> More informations about this toot | More toots from isaackuo@spacey.space
@MikeMorris
DEI is also how you run your team.
I had a useful conversation with my mom some months ago. She's not republican, but she didn't understand why their had to be soo much DEI.
I explained to her that through DEI I had training really helpful training that helped me as a leader make the team better.
I shared with her some lessons from a workshop about how 'low level' sexism or racism hurts my team. Like when a woman changes her schedule to avoid someone who creeps her out ... 1/🧵
=> More informations about this toot | More toots from MCDuncanLab@mstdn.social
@MikeMorris
by constantly talking about how good he is in bed and touching her. She's now not around with the rest of the team and not casually hearing issues that she has the expertise to solve.
Or the black accountant doesn't feel like he can ask for help on improving his skills and doesn't grow in the position like we would like him to.
Or the non-binary person who quits to go work in a team where people won't constantly make them defend themselves.
2/🧵
=> More informations about this toot | More toots from MCDuncanLab@mstdn.social
@MikeMorris
All of those personal responses to 'isms' hurt the productivity of my team.
I'm better able to see those isms and stop them from hurting my team.
This made a light go off for my mom. She related a story from when she was newly divorced and really needed her programming job to keep food on the table for her three kids. There was a guy who kept asking her out and kept telling her in front of others how horny she must be being divorced and all.
3/🧵
=> More informations about this toot | More toots from MCDuncanLab@mstdn.social
@MikeMorris
She said her boss knew what was happening and felt terrible but didn't know what to do. It was ~1983 so the guy probably wasn't violating any rules or laws.
Mom realized that the whole scenario held her back, she was constantly focusing on avoiding the guy rather than her job, and if she didn't need the job, she would have left.
It would have been huge loss to her team if she left.
4/🧵
=> More informations about this toot | More toots from MCDuncanLab@mstdn.social
@MikeMorris
She went on to write software for her employer that was meant for internal use-to help track all of the various things faculty did so Chairs Deans etc could get a broad view of what was going on in departments.
The program was so good other universities wanted it and they were still using it and licensing it when she retired.
She also served on a presidential committee for database managment at one point.
5/🧵
=> More informations about this toot | More toots from MCDuncanLab@mstdn.social
@MikeMorris
So DEI isn't just about hiring, it's about making sure that once you've hired someone they are free to focus on their work without deflecting sexism, racism, and any other isms.
DEI helps your team be more productive.
It's a shame that so few are defending it.
🧵 /end
=> More informations about this toot | More toots from MCDuncanLab@mstdn.social
@MikeMorris on the other hand, if the only virtues of diversity equity and inclusion are those that can be measured in the dollar value of the labor it helps extract from workers, then what good is it to anyone other than private equity oligarchs?
=> More informations about this toot | More toots from janxdevil@sfba.social
There are people who continue to make the argument that DEI is good for business. Here's Jamie Dimon, CEO of JPMorgan:
https://finance.yahoo.com/news/jpmorgan-jamie-dimon-talks-dei-132700973.html
@MikeMorris
=> More informations about this toot | More toots from osma@mas.to
@MikeMorris @jaafar 6 months ago: https://mastodon.social/@glyph/112854653257645560
I sympathize very intensely with your feeling here.
=> More informations about this toot | More toots from glyph@mastodon.social
@MikeMorris exactly, thank you.
=> More informations about this toot | More toots from TheresaReason@mstdn.ca
@MikeMorris @splendorr
It shouldn’t even be this hard.
The Creepy Weirdos™ are fond of saying “The Left Can’t Meme”, but it’s because the Left forgot that #SocialMedia is where pamphleteering meets website management, Thomas Paine said so.
=> More informations about this toot | More toots from paninid@mastodon.world This content has been proxied by September (3851b).Proxy Information
text/gemini
