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Microsoft has fired their entire DEI team
Posted on 7/16/24 at 5:04 pm
Posted on 7/16/24 at 5:04 pm
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If tweet fails to load, click here. This post was edited on 7/16/24 at 5:06 pm
23
Posted on 7/16/24 at 5:04 pm to ell_13
Awesome.
Posted on 7/16/24 at 5:04 pm to ell_13
Posted on 7/16/24 at 5:08 pm to ell_13
Context or reason?
DEI has never made any sense in practical terms. America pulled off a great big virtue signal that was doomed to fail from the start.
DEI has never made any sense in practical terms. America pulled off a great big virtue signal that was doomed to fail from the start.
Posted on 7/16/24 at 5:08 pm to ell_13
DEI has always stood for Divisiveness, Exclusion & Insanity. Glad to see companies reconsidering their DEI programs.
Posted on 7/16/24 at 5:09 pm to auwaterfowler
Didn't
Earn
It
Earn
It
Posted on 7/16/24 at 5:12 pm to ell_13
It was never important to the success of a business or smart. It is a waste of money
Posted on 7/16/24 at 5:14 pm to ell_13
That stuff doesn't work.
Posted on 7/16/24 at 5:15 pm to kywildcatfanone
quote:
That stuff doesn't work.
This, with a caveat.
It works in jobs were talent is not required. It's why this theory works in government.
Posted on 7/16/24 at 5:17 pm to ell_13
They laid off 'a DEI team', or 'the DEI team'? Post title and article headline are not the same.
Posted on 7/16/24 at 5:19 pm to ell_13
Another win. Ain’t it great winning
Posted on 7/16/24 at 5:24 pm to ell_13
they will probably still pursue the same nonsense though. HR can do it without a specific team, unfortunately
Posted on 7/16/24 at 5:30 pm to ell_13
Europe invading us again.
They’ll never stop.
They’ll never stop.
Posted on 7/16/24 at 5:38 pm to ell_13
Oh lord. No one reads the articles.
quote:
“Our focus on diversity and inclusion is unwavering and we are holding firm on our expectations, prioritizing accountability, and continuing to focus on this work,” Microsoft spokesperson, Jeff Jones told BI in a statement.
Posted on 7/16/24 at 5:38 pm to ell_13
I have read a number of DEI reports by consultants. The consultants were paid a lot of money for the study/report. Without exception, the reports never provide an actual solution. For example, a 2022 consulting report evaluated the Illinois State Bar Association on its DEI. The report made the following recommendations (and no others):
1. Drive strategy with a clear, organization-wide DEI vision
2. Appoint DEI champions and create accountability
3. Have a strong organizational structure around DEI and its implementation
4. Create consistent and appropriate DEI assessment and measurement
5. Align and connect with clear, frequent DEI communication across the organization
6. Broaden the scope and audience for DEI education
Note what you do NOT see: anything to create diversity or inclusion. One problem identified was that committees were overloaded with older white males. Easy fix: appoint qualified women/minorites on the committee next time there is an opening. This is never mentioned anywhere.
It is all about blaming and fault, then creating an ineffective bureaucracy that creates a lot of text and discussion. No action. It is all about the money for DEI experts and consultants.
ETA: On a humorous note, I may be the only older white male who has ever spoken on the topic of DEI. My presentation was rather blunt, and was critical of the training that all too often focuses on fault and blame. I thought I'd get trashed, but the presentation got very strong positive reviews.
1. Drive strategy with a clear, organization-wide DEI vision
2. Appoint DEI champions and create accountability
3. Have a strong organizational structure around DEI and its implementation
4. Create consistent and appropriate DEI assessment and measurement
5. Align and connect with clear, frequent DEI communication across the organization
6. Broaden the scope and audience for DEI education
Note what you do NOT see: anything to create diversity or inclusion. One problem identified was that committees were overloaded with older white males. Easy fix: appoint qualified women/minorites on the committee next time there is an opening. This is never mentioned anywhere.
It is all about blaming and fault, then creating an ineffective bureaucracy that creates a lot of text and discussion. No action. It is all about the money for DEI experts and consultants.
ETA: On a humorous note, I may be the only older white male who has ever spoken on the topic of DEI. My presentation was rather blunt, and was critical of the training that all too often focuses on fault and blame. I thought I'd get trashed, but the presentation got very strong positive reviews.
This post was edited on 7/16/24 at 5:40 pm
Posted on 7/16/24 at 5:52 pm to ell_13
They did it! They beat the wage gap and racism!
Posted on 7/16/24 at 5:57 pm to jaytothen
DEI, when you hire the rainbow coalition to shake you down instead of subcontracting it.
Posted on 7/16/24 at 5:58 pm to chinhoyang
One diversity success story I tell involves the oilfield truck drivers in our area. When the Haynesville Shale first hit, the drivers were almost all white males, with the others being black males. Now, there is a notably large group of women who drive these trucks. In some cases, the women own trucking companies. The drivers and owners are often black women.
This diverse workforce had nothing to do with any DEI program. The companies needed a larger driver applicant pool. The women would see other women driving trucks and would realize that they could do these high paying jobs. They also realized that the companies were willing to hire them. It was an economic need (more drivers) fulfilled by willing parties.
None of these hires were forced hires (due to DEI rules/requirements). Forced hires often result in hiring someone unqualified, which in turn means employers are less likely to make another diversity hire. Conversely, if the first woman hired was a good, reliable driver and a hard worker, employers are more than willing to make a diverse hire.
This diverse workforce had nothing to do with any DEI program. The companies needed a larger driver applicant pool. The women would see other women driving trucks and would realize that they could do these high paying jobs. They also realized that the companies were willing to hire them. It was an economic need (more drivers) fulfilled by willing parties.
None of these hires were forced hires (due to DEI rules/requirements). Forced hires often result in hiring someone unqualified, which in turn means employers are less likely to make another diversity hire. Conversely, if the first woman hired was a good, reliable driver and a hard worker, employers are more than willing to make a diverse hire.
Posted on 7/16/24 at 6:00 pm to wheelr
quote:
Oh lord. No one reads the articles.
Yeah all these comments celebrating as if Microsoft is giving on it entirely and won't just hire new ones or rebrand the team
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