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
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
text/geminiThis content has been proxied by September (3851b).