I see at least one person complain about DEI in every single post. I don’t understand why. I’m white and it is something that I see as being important. Illuminate me on why it’s such a bad idea.
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"...don’t understand why. I’m white and..."
An answer is in OP's very question. The DEI environment has explicitly or implicitly required the need to caveat even innocent, genuine discourse with identifiers or tribal affiliations. Let's try it again with the 3rd sentence removed:
"I see at least one person complain about DEI in every single post. I don’t understand why. Illuminate me on why it’s such a bad idea."
I'm of Asian heritage. We don't know where we're supposed to fit in. But we're not worried!
DE&I harms the very people that it says it wants to help.
This bank should obviously broken up. All the employees are in the cult. Do them a favor.
I think trying to get any sect of people represented in a bank employment more than they are statistically in that society will lead to pushback from the other communities and an influx of under qualified people getting hired for reasons other than merit.
Yes there are unqualified white people too, these points aren’t mutually exclusive.
People don’t like being fed bull$hit. This is a business, but by the look of teamworks you’d think we’re some sort of non-profit. Also, lets be real, there are a TON of unqualified people getting promoted these days in the name of DEI. Long term this creates more animosity.
DEI is a joke as long as the execs are offshoring a huge portion of the jobs to a country who still has a caste system.
It carries over into the US when Indians are hired into management. They can often identify those in a lower caste by surnames and hire accordingly.
The OC turns a blind eye to racism amongst Indians because the see cost savings and American DEI people are willfully oblivious to the problem.
If Wells Fargo really cared about minorities. They would be pushing this stuff 10 years ago.
Fact is, they don't care and are pushing minorities out there until the asset cap gets lifted.
The problem isn't DEI itself, a majority of regular folks already want and like a diverse and inclusive society. The problem is the actual source and then the marketing of it all.
The source is at the very top, the few with power and money, who historically only allowed certain people into their club and a majority of the time the people happen to be white. The torch is passed from generation to generation through nepotism, religious affiliations, social circles and the prestige/label of certain colleges/clubs/organizations.
This has been known widely since the late 1800's and the boots on the ground (over 2/3 of the population no matter the race) have all gone along for the ride and lived in fear of change not because of change itself, but afraid of how to survive and thrive differently under those controlling few at the top. Only in the past 40 years has life vastly improved enough where regular people have so many more ways to succeed in life without threats of job loss, jail time, etc.
Because the source of the problem has lived in a bubble for 150+ years, they have no idea how to make change in an area that isn't about increasing wealth or staying in power. So as a result, the marketing campaigns today feel thin and overly reactive. It's as if regular people never had a moral compass, never accepted or lived with the fact that a diverse and inclusive society is a better society for all.
Yes, there is an unfortunate loud minority who are truly racist and are making it hard for everyone. Their message is amplified by Fox News, social media and foreign countries. And yet we will continue as always to squash their cause without the need for a cheap marketing campaign.
If you are racist. Why are you so scared to say im a racist ? Why do you have to hide it behind arguments? People clearly present valuable info why DEI exist. Dont you have blls? Why are yall so weak?
Wow, the replies here clearly outline why we need the DEI work. Instead of being instantly defensive and making assumptions about the work, how about reaching out to someone on the team with curiosity and an open mind to learn about the work and what they do? After that, you can have an informed opinion.
Speak for yourself. Neither myself nor my poor white ancestors had any hand in keeping anyone down.
In the future, you might try to see people as individuals instead of clones of everyone else of the same race. To do otherwise is willful ignorance.
I do enjoy reading all the non W people who demand DEI calling out ALL W people... Seems rather non inclusive, painting with broad brush just like all the training that says W people do. I guess maybe you should take you unconscious bias training or in this case clear conscious bias.
It's hilarious how so many of us white people view equity as a zero sum game. Thinking logically, it's clear they fear being in the position we've put others in for centuries.
Let's start with DEI in the NFL, NBA, etc.. Maybe even commercials now,they need some more DEI.
I hear you that feel our executives are full of hot air on this topic. Completely agree.
I know many folks who work in DEI and they are actually really hard working and interested in making a real difference. Not just in terms of representation at all levels of the org, but also our customers and helping bring alive the great ideas about fostering a more inclusive environment in general. It’s not reverse racism and it’s also not about painting a picture that is all about the negatives that sometimes come with not being white or a man. Instead of focusing on what the OC says on the topic, maybe try learning more about what your fellow team mates do. I have a feeling they are making a lot more impact on our culture and in our communities than most people who work here.
Because the people that no longer benefit from "equality" think they are the real victims.
Too aggressive and not seen as coming from an authentic place.
I'm a big fan of diversity. What I'm not a big fan of is fake execs that talk about diversity and how we need to hire more (insert groups here) but their own hiring is the exact opposite of what they tell us to do.
Because it's institutionalized racism, and Dr King and I think that's "bad".
If you've ever looked at a group of people, any group of people, and thought either "there's not enough diversity in here" or "there's to many (insert group here) here" or "there's not enough (insert group here) here", you're a bigot.
I think dehumanizing individuals by shoving them into demographics check-boxes is morally wrong. But let's for a minute imagine that it's a great idea. Go ahead and look at the top execs, and their direct reports. These are the people screaming the loudest about DIE. Mmmmmhmmmm. According to their own hamfisted / simplistic definitions, my team is more diverse than theirs ever will be. This is the difference between hiring the best person for the job and hiring your buddies from JPM.
You can hire the best people or you can fill your DIE quotas - you cannot do both when you eliminate half of the candidates up front. And WF has clear hiring goals for managers, tied to their bonuses. You'll get a qualified person, just maybe not the best person for the job.
Companies usually hire people based on whoever is hiring discretion. If you are white, you will tend to see yourself in other people that looks like you, hard worker, smart etc.. same if you are black or hispanic or whatever. Most decisions making positions are held by white people or white bodies. Listen nothing against white people. Companies know that so they hire a grou of people DEI, like a load balancer to a web server. Their only focus is to push mix people in front of hiring managers to balance things out. People hate that. So they voice their opinion thay DEI is full of sht. Yea but their job is to mix things, not being fair. People just dont like anybody else but their kind to thrive. Nothing is wrong with that and all races do it
Because it promotes racism (hiring people and promoting only on basis of skin color and taking away opportunities from people or other skin colors), the negative messaging has adverse health effects, and there is no evidence the programs give any benefit. It is a complete waste of money.
Illuminate me on what specifically “DEI coordinators” do differently than HR people.