Chief Diversity Officer at eBay on humanising diversity and inclusion
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- Опубликовано: 3 июл 2024
- Damien Hooper-Campbell, VP, Chief Diversity Officer at eBay talks about the meaning on diversity and inclusion, and how organisations can start their own diversity strategy.
I really like how he builds the business case for empathy and inclusion as intertwining concepts.
That is whats on the outside, but lets look inside the foundation. ruclips.net/video/3jLNgLABuTw/видео.html
How does it feel knowing you're a P.R. hire that does nothing for the core business?
Nice conceptualization of D&I.
KSA or DIE.
If you’re a government worker or a veteran that has applied for a government job your qualifications are based upon: KSA = Knowledge, Skills, Ability.
DIE = Diversity, Inclusion, Equity (Equity is not the same as Equality) does nothing to prove an individual’s Knowledge, Skills and Ability to do the job.
If a company feels compelled to add a DIE hiring manager or change their company logo to rainbow colors to pander to the LGBTQ group or DIE group, it’s perceived as patronizing and thus that company may be suspect or actually guilty of past discriminatory hiring practices.
The bottom line…any Federal, State, public or private company that discriminates against a person’s race, religion, age, gender, sexual orientation, political affiliation, economic status, veteran status or disability is in violation of State and Federal employment laws. KSA or DIE. Teach your children well.
I was thinking about buying something on ebay, but then I thought ‘wait, is their workforce staff representative of the racial diversity of the country?’ I found this video assuring me that they indeed are. I have now purchased my sex toy and feel confident in my purchase.
**What if there-
were to be: "Tax -exemption's; for: BIG Tech._ companies: - Who - "trained and employed: AfriCAN AmeriCANs!!"!!"????**
-M.K.S.
This is completely discrimatory
When I worked as an engineer at GE, we were in a hiring phase and the VP of Engineering called me in his office and said if Ben is a 9/10 and Harold a 6/10, we need to hire Harold. Harold is black. Harold worked out well for the couple years he stayed at GE, but we made a decision based on skin color and not on merit, work experience, etc. That is racism. In this instance, diversity mandated by GE executives was racist against the white guy who also applied for the job. This is a practice done by large corporations which by very definition is racist.
Tipical case of positive racism. Good idea, but brings down the company's expertise and competitevness.
@@petarpetrov4426 there's no such thing as positive racism
Document document document your subjection to these so called DEI practices. Federal prison sentences for civil rights violations and forced race training sessions. Mandatory restitution of all ill gotten assets.
Hire people on merit not on race
How about if they qualify on merit but don't get in due to systemic racism? how do you fight that?
@@ala.9768 how about you wake up and realize there are dozens of anti white laws on the books at the state and federal levels of government.
Ever read a Colin Flaherty book?
Because there is no such thing. That's the cowards cop out saying that.
“Creating inclusive workplaces making people productive”. While alienating the people with the most common sense by accusing them of being racist and biased by default. People use bias to accuse others of bias. Just disgusting. I like what he says mostly but most of the people i encounter in this space are incredibly divisive. I hope he is not one of them. It inly works when its authentic and 100% truly inclusive to your entire staff.
this is so great!!!
This is racism
Such nonsense, people are obsessed with this to the point where it's unhealthy and creepy. Keep it simple, hire who is best for the job. Be nice to people, but at the same time don't be hypersensitive.
I get where you’re coming from. But unfortunately hiring the best person for the job naturally excludes so many talented people because the persons “hiring” have their set of unconscious biases and preferences. Think about disqualifying applicants from schools you’re not familiar with but those schools just happen to be the ivy leagues of another country.
@@wlr_knickstape It isn't always about qualifications. Personality has a lot to do with it. If you don't get along with your coworkers, it will not be a healthy, productive environment. When you hire to meet quotas you are putting people together that may not be compatible. When you hire based on degrees you may get someone that can pass test, but won't be creative and be able to problem solve. I have worked at those places that are all about D1versity and people were always in HR complaining about something and no one liked the job. Point is there are a lot of factors and sometimes you won't be able to meet you quota for a balanced group of workers. I work in IT and it isn't easy finding b1ack candidates. Half of my coworkers are Asian.
Yup its getting crazy. ruclips.net/video/3jLNgLABuTw/видео.html
@@wlr_knickstape if you’re hiring based off a school name instead of skills and experience, you’re a shit recruiter
@@wlr_knickstape True professionals, such as FBI agents Peter Strzock and Lisa Paige, can put aside their personal biases and not let them cloud their professional judgement.
Saw the guy on another video bring politics into diversity, lost my interest immediately. All hot air and little substance behind it unfortuneately, but then that's the way with big organisations today
Lol the only job they can get 🤣 diversity officer is an embarrassing title
If you think that way, most of executive office roles in many companies would be embarrassing. Take the Chief Executive Group at IBM or Microsoft, for example, based on their ESG Report, there are different roles for different leaderships that are only related to the Social term of ESG, which foster the concepts about DEI. Do you agree then that the office roles that come from the S in ESG are embarrassing? Even though it has shown, according to Harvard and Stanford studies, that ESG and DEI enhance group overall performance and innovation rate.
Furthermore, Chief Diversity Officer is not a job you apply for. It is, indeed, a title that you earn the merit for related to a specific community or function in the company. Most employees that earn this role are chosen to be representatives of what the title accounts for.