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739 points firebaze | 1 comments | 05 Feb 25 05:25 UTC | HN request time: 0.269s | source

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gadders ◴[05 Feb 25 16:23 UTC] No.42950801[source]▶

This is so depressing. This is the sort of DEI effort that gives the rest a bad name.

It should never, ever be about hard quotas.

It absolutely should be about using some contextual information (factoring the person's school environment in) and challenging assumptions about stereotypes so that you are not deciding who is best on assumptions but on evidence.

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paulddraper ◴[05 Feb 25 17:46 UTC] No.42952283[source]▶

>>42950801 #

> It should never, ever be about hard quotas.

And yet, it is.

The success of a DEI program is the number of people who are in X category.

A homogeneous company is a DEI failure, no?

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1. gadders ◴[05 Feb 25 18:09 UTC] No.42952674[source]▶

>>42952283 #

Ish. Yes, if everyone in your company (of a significant size) is the same, then that is a fail.

However, the solution is not to force people into roles they are unqualified for. It's to find the ways to make the role more attractive to different demographics.

And it's not going to apply in all cases. Would you apply it to NBA teams?

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