The way i have experienced DEI, is that i will usually get hired in an entry level position, make sure there is an incompetent white person above me, and keep calling me “person of color” and send me endless emails about how the company values diversity!! Sometimes, the white manager will ask me for my input because i am a “person of color” and i must have a unique perspective. Not because i am smart or have multiple degrees, but because of my color. And then they will feel good about themselves as the white savior. This is in healthcare and not tech, i am not sure if these policies are applied differently across different fields. To this day, I do not understand what is DEI. I can just tell that incompetence runs very deep in organizations, regardless of who is working or where are they from!!
Your generalization of White people as incompetent tells me how arrogant and superior you feel to White people. You work in a field created and innovated by White Men. Your lifestyle and proximity to resources was enabled by the innovations and industriousness of White Men.
@Stefano-o5f No, you’re missing the point. Harvard’s magic doesn’t derive from its architecture or its geographical location. Nor is it derived from the professors who teach there. Harvard’s magic is derived from the brilliance of the students who are admitted. If you lower the standards to allow people who can’t count to 10 to get into Harvard, then in a very short span of time (perhaps one or two years), a Harvard university diploma will be as worthless as a certificate of completion from your local community college. The only reason that a person who can’t count to 10 but who has somehow acquired a Harvard diploma will go further in life than someone with an IQ of 180 is because the Harvard diploma serves as proof that the holder of the diploma has merit (which, as set forth above, is because of the high barrier to entry). But once Harvard‘s reputation is sullied by lowered standards that allow substandard applicants to gain admission, the Harvard diploma will cease to be recognized as an impramatur of quality and merit.
As a Asian woman. I am from Laos. We believe, women should not take major jobs, those jobs are to much stress, if your men can cover the bills or bring big amount of money each month, women should take care of household, kids and entertainment her/ their husband...
Diversity does matter, and it is an improvement to whatever goal you are trying to accomplish. However, we are talking about diversity of thought, if you hire people all from the same city, even though they have different ethnicities, you are not getting diversity of thought. If you look at human history, the cultures that have thrived and that have gone through economic, military, and scholarly booms were always societies that welcomed different points of view, and beliefs. If everyone thinks exactly the same way on all different aspects of a problem, hey they may be right, but they are redundant. Diversity of though helps in exploring novel ideas/solutions even if they might sound dumb at first glance, or if they have been disregarded apriori.
I agree with both of you. Diversity of thought is helpful. But I’m not sure if every successful culture in history had diversity. It seems like most very successful societies were strict and monoculture: Egypt, china, Persia, mongols, Rome, etc. That said, I want to encourage other voices. Is there a point where we don’t want the voices of all the masses? Is there any amount of diverse thought that becomes detrimental? I’m not sure on that.
@@CulturalCommentaryrome was clearly multiracial, multiethnic and multicultural as well as persia. The mongols conquered persia, China, the eastern roman empire etc so I have no idea what you mean they're monocultural. Open a map?
In the break room at work us guys all talk about our latest ideas, space travel, flight, inventions, mechanical things, history...what would be, what could be, what should be, etc. etc. The women never do. We're wired differently.
The end result of forced diversity is no diversity whatsoever. The ideal drone is uniform and interchangeable. It has no race, gender, or unique culture, and its god is the state.
The large majority of the benefits are when there is direct interaction with the customer. This happens with sales, marketing, and advertising. Mainly due to intuition on how to generate sales from similar demographics. Other roles with similar effects are doctor, teacher, counselor to patient/student in same demographic. Generally mixed teams have performance issues with cultural conflicts. The main benefits are from emergency situations when you need as many distinct reasonable ideas as possible. The random addition usually doesnt work unless there is some major assimilation with primary demographic.
I also like when I hear it in your voice when you’re trying to find another way to explain things, because most people are led by their emotions ….then their logic. I like how you try to rephrase and such bc I’d say most people listening take words at face value.
When my old boss would say her “friends at work…” phrase we all knew it was a select group of three women that would bring her coffee every morning. They would sit in her office and chat for almost an hour. Guess how that worked out
You can't really measure productivity, but if you are a decent engineer and you work with other engineers actively for months in teams, you'll know who are the top performers, and you can roughly gauge how productive a colleague is. Managers have absolutely no idea about that. Good managers would need to work in the team to understand that, and for now I only encountered a single team where that was the situation.
DEI in its origination was needed in America back in the 60's 70's 80's and early 90's because America itself was an experimental melting pot that had not been done before and was hoped to not exclude QUALIFIED applicants due to racial biases but now as you stated can lower the quality of employee that a company has.... as long as the candidate shows the capabilities to be trained up to snuff than there is nothing wrong with it but if not must be removed and replaced wit a more qualifed employee
Well expressed. Agree with you, and I feel this is a viewpoint that is unique, or at least I have not been exposed to it. Thanks again. It reminds me of, "Democracy is the worst form of governance there is besides all the others", paraphrasing Churchill I believe. Same thing goes for capitalism. Thing is? We need innovation in ideas concerning DEI, democracy, and capitalism. This is the best we got so far, but I am optimistic there will be innovations that make our lives more meaningful as well as more prosperous.
The original idea of DEI, before it was DEI, did work. The 80s, 90s and early 2000s were some of the best times in America's history in regards to this topic. Were current DEI went wrong is categorizing people, with the added push to not hire based on merit, but based on checking the boxes of the categories your business was short on. This idea also got pushed into society in general, and DEI began to become the exact opposite of it's intended purpose, it spawned the very hate and separation of people it looked to unite. The fact is the opportunities were already there many years ago, in general all people were already accepting. It was just going to take many years if not generations to see this equal opportunity naturally evolve, and it was working. The current model of DEI was an attempt to unnaturally speed up the process, of course people push back on something unnatural. So the better solution is drop DEI, and let time do it's thing.
When you are trying to get into an elite orchestra; there is a barrier between you and the judges. They can't see you. You play, and you pass or fail; for a small number of slots. This is a good idea. It prevents people from being admitted on something other than "merit". You might have less diversity because you don't realize that everybody is "white"; but you can't tell that everyone is "white", which eliminates selecting people based on appearance. I work at Leidos, in a co-working space that is festooned with DEI imagery all over the walls. Leidos is kind of famous for being DEI friendly. The main problem is in trying to directly solve the problem. The Good-Ole-Boys networks get created by selecting people on appearances. Looking at statistics and trying to fix them by selecting for diversity ... it's a different goal than just selecting people on merit. The best way to get diverse talent is to hire totally on merit; and put in measures to keep people from hiring too much based on buddy networks.
I would say though that this monologue about women not being successful grates on my ears a bit. My daughter is in college right now, getting her Aerospace Engineering degree. She just got a 99% in her Calculus III class that she took in the summer. She exited high school with a 4.6 GPA. She was taking college classes in the last two years of high school. She has always been sort of taken advantage of by ambitious adults that need stuff to get done. It's this sort of thing that makes it a bad idea to think of people in terms of statistics. My daughter runs our house finances more than I do. She has more in her bank than I do. But... that's her as an individual. She basically pulls her boyfriend around by his ear to make him get a job, and to get his drivers license. That's how I want diversity... as a parent, give your kid all the tools to succeed. It pisses me off when we have to fill out forms inquiring about race. Her momma is a Philippine immigrant, who was homeless as a child. I am a "white guy". When asked about her race, I joke about "Quantum Asian"; flip a coin for either Totally White or Totally Asian every time you fill out one of these stupid forms. My daughter has been told, to her face, that when applying for aid... do not call yourself Asian. "We already have too many Asians!" has been said to her face by grown-ups that should know better. My ex-gf from College, a US-born Filipina, also told me that her brother got this nonsense too; and has explicitly been rejected with a 4.0+ GPA, because "sorry, too many Asians!". ... Basically a "problem" created by parents going all-in on supporting their kids.
I have been writing works on this exact topic. life is quite boring so I write out my methods for societal reform. I was in the Navy for a while and did some time in the AI field. Diversity training is a paradox. We need to rethink how we apply diversity & inclusion. In the current form, it does more harm than good.
There IS a clear correlation between DEI and company performance: only companies who are already rich can afford it. DEI hires get axed first when the numbers go down. This is what happened at my current big tech employer. The only reason they followed DEI to begin with was ESG investing; the rest is just fluff.
As to your thought on all female engineering teams, well, in theory, it could happen. There are some women that are real outliers in the field. Given the fact that we now have a critical mass of female engineers, it wouldnt be that hard to find a group of 10 super bright female engineers who could crank out some really good stuff. However, if you wanted, lets say, the top 100 engineers in the world to come together on some kind of Manhattan Project, probably 95% of them would be men since engineering is typically a field requiring spatial reasoning, abstract thinking and logic which are domains very suited to the male brain.
DEI is a major issue in your average Veteran Hospital for military veterans. Most, and I mean more than 50% of those doctors there are from Asian/African countries who took a really hard medical certification exams and become doctors. There’s a total disconnect between patient and practitioner . Come to Veterans in Los Angeles and this has been going on for at least 2 decades. Whole different topic but it’s in our institutions that get the least attention for this kind of onboarding in those hospitals in particular.
Companies and cultures that have embraced change reflected in phrases like, "radical acceptance" and "diversity, equity and inclusion", are responding to often temporary pressure from interest groups who have organized around current events that have the potential to resonate with even greater numbers of people. The theory resonates because it offers the possibility of a closer to utopian society. The reality is that people are not the same and they're not equal. No amount of social engineering is going to change fundamental inequality. Systemic attempts to equalize everyone in the workplace only results in testing the ability of each individual to creatively utilize the system to their own advantage. That is the point at which harassment complaints are registered that frighten companies into overreaction.
Some years ago I worked for a US company and what I took over as a learning from this was a global (management) team approach comprising managers from the most important markets. Basically I hire the best people for my own business available independently from where they come. So in essence I try to hire for performance and potential and not for diversity itself. After a merger this global management team was let go and replaced with a pure US top management team without much international experience. Oh man, they were doing some pretty bad decisions! P. S. Measuring (management) performance is very difficult indeed. E.g. how do you measure the opportunities missed or the actions not taken (given the fluctuations in the business cycle plus the time lag between decision-making and results)? How fast is the decision-making speed? For my own business I mainly use growth of incoming orders (vs offers made) and return on capital / equity.
It should be diversity of viewpoints, personality traits, political stance and temperament. A strong mix would be to have conservative and liberal. Introverts and extroverts and so on. Sex and race does not guarantee that. Judging one truly based on race makes you a racist by definition. It's more for looks, not for the personality differences that is needed.
At the core of a European country you find a single ethnic group. Those that try to diversify too much seem to get into trouble, take Yugoslavia, Northern Ireland, or the latest addition to the list - Ukraine. Within the society the outsiders are in best case considered only outsiders, in worst case they are considered intruders. Companies operating in Europe across country borders have to deal with the "us before them" mentality.
I’d say DEI has a lot of its roots in misandry “ Evil cannot create anything new, they can only corrupt and ruin what good forces have invented or made.” -Jrr Tolkien
If you believe that group of people were unfairly repressed, which lowered their performance level, you need to invest into bringing them to the higher performance level. Be it education or anything. But, you need to do it without excluding by surface level characteristics. Make policies that are for everyone, but affect the disadvantage group more. Make something like income level a criteria, not gender or skin color. Also, _any_ prejudice shouldn't be tolerated. No one should be denied opportunity because of their surface level characteristics. Be it black, be it white, be it woman, be it man, be it anyone. Lowering standards just causes damage, including to already high performing people of the same group.
So, DEI does nothing for performance or productivity. The real objective is to give traditionally marginalized groups a chance to participate in prosperity, etc. I wish we could live in a color blind world. Also, real diversity revolves around how people think and act. You can have an engineering team consisting of a white guy, an Asian guy, a black, a latino and a guy of Middle Eastern ancestry. However, if they all grew up in suburban New York as native English speakers with the same mindset, passmtimes, etc, then the differences are only superficial
I prefer to call it DIE, because DIE is where productivity goes to die. Although DEI is not bad either, because dei means god in latin, and these idiots love to play god.
Diversity is indeed strength and it works through simple math, you increase the pool of candidates to fill a role, so your chance of getting a good fit is better. Problem is equity and inclusion, which artificially restricts your choice of candidates for the role, thus lowering your chances of finding someone perfect for the role.
Let me Help you Africa had 30 thousand years of row farming Tobacco crops were so profitable prior laws stated you could be out to death for possession of the seeds. Tobacco was the top export for wealth building that just a cold hard fact the DEI skill from from Africa mean five them that wealth back. Wat is SAD the documented the choice of the options to seed and grow that weather you are just unaware that it was written down in multiple ways , Sad many people don't know contracts where the basis is British law that came to the colonies then the states. 49 States plus the counties within have laws based on limiting based on color. Without those federal laws you are advocating for States Rights. DEIs first enactment was Enslavement based on the skill and knowledge of row farming about 1640 , records are available for you to inspect for confirmation of facts. There are People all over America not capable for various reasons DEI wouldn't be at the top of the list.
This video is the exact reason DEI was created. When you create stereotypes and decide that certain groups can do certain task and other groups can only do other task. White males =Smart, leaders, innovators, the boss, Asians = good at math; Jews = good at finance and banking, Women = gossip, and blacks = lazy, unqualified, undeserving, etc. When 90% of Fortune 500 CEOs and 80% of upper management are white male. Who only represents 32% of the population. You start to see why DEI was implemented. Until the USA gets passed the stereotypes and bias we will be fighting our demons. There are qualified, smart, and well-rounded people in every group. However, if you believe they only come from one group then the big daddy gov't steps in and forces you to look around and see the potential of everyone. Even if you hate it. These policies won't stop and soon the rest of the world will catch up and make all of this hand-wringing pointless.
The argument really has to be examined. If you deem it to be lowered, rather than expanded standards, then you’re approached is inherently biased. And at the start of the video, the first fact provided is that DEI greatly benefits WW as a demographic, which would further increase the validity of your summary that DEI may not work on the face of how it’s presented, and the outcome of studies bc the evidence is flawed and DEI never really reached the potential of how it was presented to the workplace and public.. ultimately, it’s been lip service bc most orgs are still adverse to true and progressive change, so again, it’s benefited WW the most! People should keep that part central to the discussion.
Missed the mark on this one. DEI at its core does not involve lowering standards, it’s to stop excluding people that may not look like the majority but meet the standards of the job. Sure it has grown into something deeper that also has its challenges. This is mostly an American problem because the country was founded on racism and placed a lower value on women in the work force.
Women do have lower value in the workforce for all but a tiny number of jobs. But hey, "evidence based science" goes out the window when it conflicts with your politics
@@CulturalCommentary let me think, lowering standards for hiring people can’t benefit companies. Who would have thought! Unless giant investing corporations like black rock or state street demand from you to disclosure the diversity data of your employees and if you refuse then you don’t get investors. Now the real question is what is the goal of these investment companies who run the show with DEI and ESG. My personal opinion is that they use this to decrease market competition, create controlled crisis, divide society and force their globalist initiatives. But it all can be just a conspiracy.
Most people who support DEI don't do it out of increasing "productivity" or some other simple performance metric. It is genuinely about shifting culture. The belief is that people need to see their identity reflected in power positions otherwise there is suspicion that the social contract is not working for minorities or women, which leads to resentment. Think about it, in the US the only group who has the privilege of not being called "DEI" hires are able bodied white men. The county disproportionately and unfairly benefited white men for a very long time, and now people want to change it. Now, I do know that some people might be underqualified but I think that it happens all the time for many reasons, DEI might be a one, but there is all sorts of anti meritocratic issues, for example cultural affinity (two guys who went to the same fraternity) and so on. I know a lot of women and people of color who are perfectly qualified for the positions of power they have, breaking the stereotypes might take time and it is part of a collective effort. Thanks for sharing your opinion.
@@mleon12 in other words people who support dei don’t believe that minorities are capable to succeed on their own. So they are just racist. Culture doesn’t need to be shifted in such unnatural ways. We have examples when in strongly conservative societies women still reached the highest positions in power, like Margaret Thatcher. And business owners aren’t idiots, they won’t be hiring someone just because they are white straight men or their business happen to be ineffective and will be replaced by businesses who hire based on merit. Also, dei goes with its roots to black rock, do you really think those guys care about minorities?
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DEI: Didn't Earn It
this man is shooting 100% straight facts
Look at large companies that have had DEI leadership that have spiraled into failure. Yahoo, HP, Facebook, EBay, Lucasfilm.
Twitter
The way i have experienced DEI, is that i will usually get hired in an entry level position, make sure there is an incompetent white person above me, and keep calling me “person of color” and send me endless emails about how the company values diversity!! Sometimes, the white manager will ask me for my input because i am a “person of color” and i must have a unique perspective. Not because i am smart or have multiple degrees, but because of my color. And then they will feel good about themselves as the white savior. This is in healthcare and not tech, i am not sure if these policies are applied differently across different fields. To this day, I do not understand what is DEI. I can just tell that incompetence runs very deep in organizations, regardless of who is working or where are they from!!
You're a mascot there to make them feel virtuous.
Your generalization of White people as incompetent tells me how arrogant and superior you feel to White people. You work in a field created and innovated by White Men. Your lifestyle and proximity to resources was enabled by the innovations and industriousness of White Men.
companies only hire those that can sell. aka ace the interview. salesmanship crosses DEI boundaries
Diversity must not come at the expense of qualification.
“It isn’t working, unfortunately.” - unfortunately?!? No it isn’t working and that’s great. Meritocracy is the only way.
100%!! If you can’t cut it, then you shouldn’t get it.
@Stefano-o5f No, you’re missing the point. Harvard’s magic doesn’t derive from its architecture or its geographical location. Nor is it derived from the professors who teach there. Harvard’s magic is derived from the brilliance of the students who are admitted. If you lower the standards to allow people who can’t count to 10 to get into Harvard, then in a very short span of time (perhaps one or two years), a Harvard university diploma will be as worthless as a certificate of completion from your local community college. The only reason that a person who can’t count to 10 but who has somehow acquired a Harvard diploma will go further in life than someone with an IQ of 180 is because the Harvard diploma serves as proof that the holder of the diploma has merit (which, as set forth above, is because of the high barrier to entry). But once Harvard‘s reputation is sullied by lowered standards that allow substandard applicants to gain admission, the Harvard diploma will cease to be recognized as an impramatur of quality and merit.
As a Asian woman. I am from Laos. We believe, women should not take major jobs, those jobs are to much stress, if your men can cover the bills or bring big amount of money each month, women should take care of household, kids and entertainment her/ their husband...
feminism of western society has destroyed relationships thanks to that group who runs america
@SoneCantala-j1n feminism runs in western society has destroyed the relationship humanity...
Diversity does matter, and it is an improvement to whatever goal you are trying to accomplish. However, we are talking about diversity of thought, if you hire people all from the same city, even though they have different ethnicities, you are not getting diversity of thought.
If you look at human history, the cultures that have thrived and that have gone through economic, military, and scholarly booms were always societies that welcomed different points of view, and beliefs.
If everyone thinks exactly the same way on all different aspects of a problem, hey they may be right, but they are redundant. Diversity of though helps in exploring novel ideas/solutions even if they might sound dumb at first glance, or if they have been disregarded apriori.
and diversity of thought can be achieved regardless of racial diversity.
I agree with both of you. Diversity of thought is helpful.
But I’m not sure if every successful culture in history had diversity. It seems like most very successful societies were strict and monoculture: Egypt, china, Persia, mongols, Rome, etc.
That said, I want to encourage other voices. Is there a point where we don’t want the voices of all the masses? Is there any amount of diverse thought that becomes detrimental? I’m not sure on that.
@@CulturalCommentary Rome was multicultural, they allowed all gods of different religions in their pantheon. Jesus was a Roman diety at one point.
@@CulturalCommentary mongols don't count, they didn't build anything, just conquered in Khans life, just like Alexander
@@CulturalCommentaryrome was clearly multiracial, multiethnic and multicultural as well as persia. The mongols conquered persia, China, the eastern roman empire etc so I have no idea what you mean they're monocultural. Open a map?
Damn. I like this guy too much 🤯
In the break room at work us guys all talk about our latest ideas, space travel, flight, inventions, mechanical things, history...what would be, what could be, what should be, etc. etc. The women never do. We're wired differently.
@@martinschulz9381 tell that to the feminism...funded by that group who funded blm
They're too busy gossiping about other people.
i start worrying this channel would be taken down 😂
this channel is a hidden gem. Thanks for speaking the truth
DEI is simply discrimination against white men and Asian men. You give it too much credit.
yeah knowing who is really behind this..oh, we seen this portrayed in Hollywood movies
The end result of forced diversity is no diversity whatsoever. The ideal drone is uniform and interchangeable. It has no race, gender, or unique culture, and its god is the state.
Perpetuated by those who cannot compete
All men except African American men that’s a fact
I am brown-ish. I haven't felt the DEI love :)
incredible, this is gold, so happy I found your channel
The large majority of the benefits are when there is direct interaction with the customer. This happens with sales, marketing, and advertising. Mainly due to intuition on how to generate sales from similar demographics. Other roles with similar effects are doctor, teacher, counselor to patient/student in same demographic. Generally mixed teams have performance issues with cultural conflicts. The main benefits are from emergency situations when you need as many distinct reasonable ideas as possible. The random addition usually doesnt work unless there is some major assimilation with primary demographic.
Results are all that matter. Always has been always will be...that is in the real world, not in utopian world.
woke society faces the demise
I also like when I hear it in your voice when you’re trying to find another way to explain things, because most people are led by their emotions ….then their logic.
I like how you try to rephrase and such bc I’d say most people listening take words at face value.
When my old boss would say her “friends at work…” phrase we all knew it was a select group of three women that would bring her coffee every morning. They would sit in her office and chat for almost an hour. Guess how that worked out
You can't really measure productivity, but if you are a decent engineer and you work with other engineers actively for months in teams, you'll know who are the top performers, and you can roughly gauge how productive a colleague is.
Managers have absolutely no idea about that. Good managers would need to work in the team to understand that, and for now I only encountered a single team where that was the situation.
DEI in its origination was needed in America back in the 60's 70's 80's and early 90's because America itself was an experimental melting pot that had not been done before and was hoped to not exclude QUALIFIED applicants due to racial biases but now as you stated can lower the quality of employee that a company has.... as long as the candidate shows the capabilities to be trained up to snuff than there is nothing wrong with it but if not must be removed and replaced wit a more qualifed employee
Well expressed. Agree with you, and I feel this is a viewpoint that is unique, or at least I have not been exposed to it. Thanks again. It reminds me of, "Democracy is the worst form of governance there is besides all the others", paraphrasing Churchill I believe. Same thing goes for capitalism. Thing is? We need innovation in ideas concerning DEI, democracy, and capitalism. This is the best we got so far, but I am optimistic there will be innovations that make our lives more meaningful as well as more prosperous.
The original idea of DEI, before it was DEI, did work. The 80s, 90s and early 2000s were some of the best times in America's history in regards to this topic. Were current DEI went wrong is categorizing people, with the added push to not hire based on merit, but based on checking the boxes of the categories your business was short on. This idea also got pushed into society in general, and DEI began to become the exact opposite of it's intended purpose, it spawned the very hate and separation of people it looked to unite.
The fact is the opportunities were already there many years ago, in general all people were already accepting. It was just going to take many years if not generations to see this equal opportunity naturally evolve, and it was working. The current model of DEI was an attempt to unnaturally speed up the process, of course people push back on something unnatural. So the better solution is drop DEI, and let time do it's thing.
Thanks for the response. I also agree with the intention of DEI but the execution of it at least in my lifetime has been flawed to say the least.
When you are trying to get into an elite orchestra; there is a barrier between you and the judges. They can't see you. You play, and you pass or fail; for a small number of slots. This is a good idea. It prevents people from being admitted on something other than "merit". You might have less diversity because you don't realize that everybody is "white"; but you can't tell that everyone is "white", which eliminates selecting people based on appearance.
I work at Leidos, in a co-working space that is festooned with DEI imagery all over the walls. Leidos is kind of famous for being DEI friendly. The main problem is in trying to directly solve the problem. The Good-Ole-Boys networks get created by selecting people on appearances. Looking at statistics and trying to fix them by selecting for diversity ... it's a different goal than just selecting people on merit. The best way to get diverse talent is to hire totally on merit; and put in measures to keep people from hiring too much based on buddy networks.
I would say though that this monologue about women not being successful grates on my ears a bit. My daughter is in college right now, getting her Aerospace Engineering degree. She just got a 99% in her Calculus III class that she took in the summer. She exited high school with a 4.6 GPA. She was taking college classes in the last two years of high school. She has always been sort of taken advantage of by ambitious adults that need stuff to get done. It's this sort of thing that makes it a bad idea to think of people in terms of statistics. My daughter runs our house finances more than I do. She has more in her bank than I do. But... that's her as an individual. She basically pulls her boyfriend around by his ear to make him get a job, and to get his drivers license.
That's how I want diversity... as a parent, give your kid all the tools to succeed. It pisses me off when we have to fill out forms inquiring about race. Her momma is a Philippine immigrant, who was homeless as a child. I am a "white guy". When asked about her race, I joke about "Quantum Asian"; flip a coin for either Totally White or Totally Asian every time you fill out one of these stupid forms. My daughter has been told, to her face, that when applying for aid... do not call yourself Asian. "We already have too many Asians!" has been said to her face by grown-ups that should know better. My ex-gf from College, a US-born Filipina, also told me that her brother got this nonsense too; and has explicitly been rejected with a 4.0+ GPA, because "sorry, too many Asians!". ... Basically a "problem" created by parents going all-in on supporting their kids.
Conversation had more potential.
Before DEI, it was Affirmative Action. Affirmative Action had the same criticism as DEI. Thanks for your revisionist history.
It was initially Diversity, Inclusion, and Equity but that converted to acronym is DIE. 🤣🤣🤣🤣🤣🤣🤣🤣🤣
I have been writing works on this exact topic. life is quite boring so I write out my methods for societal reform. I was in the Navy for a while and did some time in the AI field. Diversity training is a paradox. We need to rethink how we apply diversity & inclusion. In the current form, it does more harm than good.
Agreed. Thanks for serving in the Navy.
Great content.
There IS a clear correlation between DEI and company performance: only companies who are already rich can afford it. DEI hires get axed first when the numbers go down. This is what happened at my current big tech employer. The only reason they followed DEI to begin with was ESG investing; the rest is just fluff.
Which NBA or NFL team wouldn't benefit from a Vietnamese player?
As to your thought on all female engineering teams, well, in theory, it could happen. There are some women that are real outliers in the field. Given the fact that we now have a critical mass of female engineers, it wouldnt be that hard to find a group of 10 super bright female engineers who could crank out some really good stuff.
However, if you wanted, lets say, the top 100 engineers in the world to come together on some kind of Manhattan Project, probably 95% of them would be men since engineering is typically a field requiring spatial reasoning, abstract thinking and logic which are domains very suited to the male brain.
You forgot about divorced single moms in mid-40's...and we all have to work overtime because she has to go home earlier every second day...
Jared Taylor has a number of videos about this topic.
DEI is a major issue in your average Veteran Hospital for military veterans. Most, and I mean more than 50% of those doctors there are from Asian/African countries who took a really hard medical certification exams and become doctors. There’s a total disconnect between patient and practitioner . Come to Veterans in Los Angeles and this has been going on for at least 2 decades. Whole different topic but it’s in our institutions that get the least attention for this kind of onboarding in those hospitals in particular.
Companies and cultures that have embraced change reflected in phrases like, "radical acceptance" and "diversity, equity and inclusion", are responding to often temporary pressure from interest groups who have organized around current events that have the potential to resonate with even greater numbers of people. The theory resonates because it offers the possibility of a closer to utopian society. The reality is that people are not the same and they're not equal. No amount of social engineering is going to change fundamental inequality. Systemic attempts to equalize everyone in the workplace only results in testing the ability of each individual to creatively utilize the system to their own advantage. That is the point at which harassment complaints are registered that frighten companies into overreaction.
“… none of that matters, none of that matters.” - are you sure about that ?
9:32 that is absolutely correct
Some years ago I worked for a US company and what I took over as a learning from this was a global (management) team approach comprising managers from the most important markets. Basically I hire the best people for my own business available independently from where they come. So in essence I try to hire for performance and potential and not for diversity itself.
After a merger this global management team was let go and replaced with a pure US top management team without much international experience. Oh man, they were doing some pretty bad decisions!
P. S. Measuring (management) performance is very difficult indeed. E.g. how do you measure the opportunities missed or the actions not taken (given the fluctuations in the business cycle plus the time lag between decision-making and results)? How fast is the decision-making speed? For my own business I mainly use growth of incoming orders (vs offers made) and return on capital / equity.
It should be diversity of viewpoints, personality traits, political stance and temperament. A strong mix would be to have conservative and liberal. Introverts and extroverts and so on. Sex and race does not guarantee that. Judging one truly based on race makes you a racist by definition. It's more for looks, not for the personality differences that is needed.
Google first only hired from Stanford, Harvard and MIT for the culture fit and to avoid clashes.
At the core of a European country you find a single ethnic group. Those that try to diversify too much seem to get into trouble, take Yugoslavia, Northern Ireland, or the latest addition to the list - Ukraine. Within the society the outsiders are in best case considered only outsiders, in worst case they are considered intruders. Companies operating in Europe across country borders have to deal with the "us before them" mentality.
Are you sure about the equity part?
Sea People have returned in 2024
I’d say DEI has a lot of its roots in misandry
“ Evil cannot create anything new, they can only corrupt and ruin what good forces have invented or made.” -Jrr Tolkien
You will get fired if you say any such thing in the workplace
How come we don't have men in HR if we are all the same :D
If you believe that group of people were unfairly repressed, which lowered their performance level, you need to invest into bringing them to the higher performance level. Be it education or anything. But, you need to do it without excluding by surface level characteristics. Make policies that are for everyone, but affect the disadvantage group more. Make something like income level a criteria, not gender or skin color.
Also, _any_ prejudice shouldn't be tolerated. No one should be denied opportunity because of their surface level characteristics. Be it black, be it white, be it woman, be it man, be it anyone.
Lowering standards just causes damage, including to already high performing people of the same group.
We couzld try merit
DEI is institutionalized.
It is becoming foremost in religious institutions, and in fact, most of growth in religious institutions is based on DEI.
Disadvantaged groups? BS, I say.
Tolkenism works! (Sarcasm)
So, DEI does nothing for performance or productivity. The real objective is to give traditionally marginalized groups a chance to participate in prosperity, etc.
I wish we could live in a color blind world.
Also, real diversity revolves around how people think and act. You can have an engineering team consisting of a white guy, an Asian guy, a black, a latino and a guy of Middle Eastern ancestry. However, if they all grew up in suburban New York as native English speakers with the same mindset, passmtimes, etc, then the differences are only superficial
I prefer to call it DIE, because DIE is where productivity goes to die.
Although DEI is not bad either, because dei means god in latin, and these idiots love to play god.
weeeeell we see how the UK is dealing with diversity on the news...things are not so great
You forgot to be inclusive of GAY!!
Diversity is indeed strength and it works through simple math, you increase the pool of candidates to fill a role, so your chance of getting a good fit is better. Problem is equity and inclusion, which artificially restricts your choice of candidates for the role, thus lowering your chances of finding someone perfect for the role.
Let me Help you Africa had 30 thousand years of row farming Tobacco crops were so profitable prior laws stated you could be out to death for possession of the seeds.
Tobacco was the top export for wealth building that just a cold hard fact the DEI skill from from Africa mean five them that wealth back. Wat is SAD the documented the choice of the options to seed and grow that weather you are just unaware that it was written down in multiple ways , Sad many people don't know contracts where the basis is British law that came to the colonies then the states.
49 States plus the counties within have laws based on limiting based on color.
Without those federal laws you are advocating for States Rights.
DEIs first enactment was Enslavement based on the skill and knowledge of row farming about 1640 , records are available for you to inspect for confirmation of facts.
There are People all over America not capable for various reasons DEI wouldn't be at the top of the list.
This video is the exact reason DEI was created. When you create stereotypes and decide that certain groups can do certain task and other groups can only do other task. White males =Smart, leaders, innovators, the boss, Asians = good at math; Jews = good at finance and banking, Women = gossip, and blacks = lazy, unqualified, undeserving, etc. When 90% of Fortune 500 CEOs and 80% of upper management are white male. Who only represents 32% of the population. You start to see why DEI was implemented.
Until the USA gets passed the stereotypes and bias we will be fighting our demons. There are qualified, smart, and well-rounded people in every group. However, if you believe they only come from one group then the big daddy gov't steps in and forces you to look around and see the potential of everyone.
Even if you hate it. These policies won't stop and soon the rest of the world will catch up and make all of this hand-wringing pointless.
90% or prison inmates are male. Is that sexism?
The argument really has to be examined. If you deem it to be lowered, rather than expanded standards, then you’re approached is inherently biased. And at the start of the video, the first fact provided is that DEI greatly benefits WW as a demographic, which would further increase the validity of your summary that DEI may not work on the face of how it’s presented, and the outcome of studies bc the evidence is flawed and DEI never really reached the potential of how it was presented to the workplace and public.. ultimately, it’s been lip service bc most orgs are still adverse to true and progressive change, so again, it’s benefited WW the most! People should keep that part central to the discussion.
Yea but how many people don’t get hired because of race sex or religious reasons. DEI just helps balance the bigotry
Missed the mark on this one. DEI at its core does not involve lowering standards, it’s to stop excluding people that may not look like the majority but meet the standards of the job. Sure it has grown into something deeper that also has its challenges. This is mostly an American problem because the country was founded on racism and placed a lower value on women in the work force.
How do you stop excluding people who don’t make the grade?
@CulturalCommentary what is the grade? Productivity? Skills? Appearance? Or network?
The presenter makes his assumption that anyone not white or male is unqualified.
Women do have lower value in the workforce for all but a tiny number of jobs. But hey, "evidence based science" goes out the window when it conflicts with your politics
It is working. You just got its purpose wrong.
Thanks for the correction.
What’s the true purpose?
@@CulturalCommentary let me think, lowering standards for hiring people can’t benefit companies. Who would have thought! Unless giant investing corporations like black rock or state street demand from you to disclosure the diversity data of your employees and if you refuse then you don’t get investors.
Now the real question is what is the goal of these investment companies who run the show with DEI and ESG. My personal opinion is that they use this to decrease market competition, create controlled crisis, divide society and force their globalist initiatives. But it all can be just a conspiracy.
Communism
Most people who support DEI don't do it out of increasing "productivity" or some other simple performance metric. It is genuinely about shifting culture. The belief is that people need to see their identity reflected in power positions otherwise there is suspicion that the social contract is not working for minorities or women, which leads to resentment. Think about it, in the US the only group who has the privilege of not being called "DEI" hires are able bodied white men. The county disproportionately and unfairly benefited white men for a very long time, and now people want to change it. Now, I do know that some people might be underqualified but I think that it happens all the time for many reasons, DEI might be a one, but there is all sorts of anti meritocratic issues, for example cultural affinity (two guys who went to the same fraternity) and so on. I know a lot of women and people of color who are perfectly qualified for the positions of power they have, breaking the stereotypes might take time and it is part of a collective effort. Thanks for sharing your opinion.
@@mleon12 in other words people who support dei don’t believe that minorities are capable to succeed on their own. So they are just racist.
Culture doesn’t need to be shifted in such unnatural ways. We have examples when in strongly conservative societies women still reached the highest positions in power, like Margaret Thatcher.
And business owners aren’t idiots, they won’t be hiring someone just because they are white straight men or their business happen to be ineffective and will be replaced by businesses who hire based on merit.
Also, dei goes with its roots to black rock, do you really think those guys care about minorities?
Disadvantaged groups? BS, I say.