What will happen to the DEI programs, especially in light of the recent trends where many organizations are rolling back their diversity, equity, and inclusion initiatives...
25 replies (most recent on top)
Many people here don't seem to have knowledge of how the DEI program worked, what it did and didn't do. For example, a specific manager hiring most of "their kind" may have happened, but it wasn't the result of the DEI program, and discontinuing the DEI program won't make it stop. In fact, it just enables that happening even more.
Post ID: @1ac+1jm01sz8p If I am the hiring manager, all I care about is that I'm hiring the most competent and skilled person who also has the correct personality, soft skills and professionalism for the job.
What many of these Posters are saying, I've witnessed the same scenarios. The DEIs not only hire mostly their own kind, but what's worse is that most of the DEI hires simply are Not as skilled or competent as the non-DEIs. Does this scenario happen 100% of the time? No. But I would say 80% of the time.
There's one particular DEI who is highly skilled in a quant area. He was promoted after 3 years. I know for a fact that if he had been a white male, he would have been promoted after 1-2 years. Not only was I surprised it took 3 years to promote him, I disagreed with the delay in his promotion which fell on deaf ears.
What some Posters here are saying and I've witnessed this also, is that Non-DEIs are mandated and literally instructed to do the work for the DEI and make the DEI look good, and the non-DEI worker will Not even get the credit for doing the work the incompetent DEI should be able to do. If the employee had been Caucasian, they either would Never have been hired to begin with or they would have been fired or at least been given 4-Ratings.
Because of the (now Thankfully D3ad) DEI policy, there were incompetent, Do-Nothings or unskilled (think Not in tech, computer coding, Finance/Acctg, etc.) DEIs who were promoted simply because they're DEI so that Citi's diversity numbers look good for window dressing purposes. If they were non-DEIs, they would Never have been promoted.
I've recruited and hired many people under DEI guidelines and never felt pressured in any way to hire a lesser candidate for any reason. I was only required to give consideration to a range of applicants. So from my perspective all the outrage about it when it was active, and all the crowing over it being ended, is disingenuous. That said, I'll continue to interview from a diverse set of candidates, but I know and work with plenty of people who will not. They won't get the best people, but I will.
my opinion to measure someone who qualifies, is they are able to perform to the same level from someone who graduated college and ready to take on their first junior role.
The DEI hire will be the same level of skillset or close enough to meet work expectations while having unconventional education (self taught/ experience from similar jobs/ tech/trade schools).
Doesnt matter how they got educated if they can both perform at similar levels required for the job. DEI hire is good for entry level jobs/ junior jobs and can build their career from there
All these people assuming others were DEI hires are the proof that if given hiring power, would never hire someone from these groups and a candidate from these groups would need to show exceptional abilities not expected from anyone else.
https://www.bloomberg.com/news/articles/2025-02-20/citi-scraps-diversity-goals-dei-term-under-trump-pressure?embedded-checkout=true
https://www.ft.com/content/7ab931b7-482d-42ae-bd8e-53451ddc7578
In today’s day and time, only white caucasian males can ever be guilty of any wrong doing. DEI is safe.
Post ID: @194+1jm01sz8p
Birds of a Feather Flock Together, especially the DEIs. When you see a DEI as head of a group or team, 90%+ of their direct reports are of their own kind. They only hire their own kind. Anyone else who is not a DEI was an orphan, reshuffled or transferred in from a different group.
You don't see this scenario with a Caucasian male or female head of a group or team. I'm calling it as I see it. The truth may hurt for some people.
I worked in a very DEI group, led by an incompetent DEI hire, who hired every rainbow child she could find. I recall more than once, the rainbow children leaving work meetings early so that they could attend their DEI meetings for their very own month. Meanwhile, vets are honored for 1 day
The problem is the ultra-wealthy (who are now completely unbridled in power in this country) driving scarcity to their own benefit. DEI or no DEI, we are all lunging at the scraps under the table and at each others' throats and will continue to do so no matter which way the wind blows.
Hope DEI dies a quick death. Robby Starbuck should come after this goofy place and expose the DEI and climate nonsense religion.
@q7+1jm01sz8p
Often times special considerations\exceptions are made and even at times people assigned to “make sure they succeed” even if it means doing the work for them. Goaled on “mentoring them with the measureable metric being gauged on the level of success of the work they produced.” Bottom line if you want to meet that goal, the DEI you are mentoring needs to succeed in their tasks with an implied “or else”. So, you end up doing the bulk of their work.
Ever been layered-over by a DEI hire?
Amazing how easy it is to outperform and prove how unqualified they were.
Hey man cant we all just get along? Maybe that person has more potential than you...
The only people I hear say that “most people associate DEI with black people”…..ARE from only black people. I’ve never heard white, hispanic or asian people say “well, DEI, ya know that’s all about the black people”. I’ve never heard this, only from black people.
I think that some black people are afraid that this will automatically be assumed so they feel the need to get out in front of it to make sure that it is not.
DEI is not blacks - any minorities. White females benefited in my group directs to MD in my group. Not a single other minority group, nada like brown or Chinese females under him. Some Brown females became directors purely because of DEI, they couldn’t have become without the tag with abundant male talent. That’s life, you win some and you lose some. I’m okay with females taking some positions as for long time male chauvinism ruling for long time but for 5 years the DEI pushed males aside, at least in my group.
There is so much more to DEI than affirmative action. I guarantee you have benefited from multiple DEI benefits that if taken away you would be like this is now BS.
hopefully that BS goes away.
it doesn't really matter. most DEI hires were white women and vets. mi others got development programs and wasted time.
as long someone wants to pay for it... no change required
as fast it is going to be passe .... well ... ask yourself are you going to cut yourself about this ?
How many times must this be asked?
Hiring right person for the job is DEI. It was part of many successful companies even before DEI was a thing.
It’ll stay. It’s part of Jane’s narrative in order to write her book she’s working on.
Its a chapter in her autobiography.
Chapter 1: “I was the first Citi female CEO blah…blah….”
Chapter 2: “I drove global DEI initiative yada…yada…”
You guys may be smirking at this but I’m telling you will see on the shelves an autobiography about Jane. It might be years from now, but its happening.
Citi will keep it I guess!