Anyone catch in the latest DE&I dashboard that women are getting promoted at a 40% higher rate than men? Numbers from 2021 are similar. If that’s not progress, I don’t know what is!
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I came out to my boss that I was a minority female and the next day I jumped 4 SGLs. Only issue now is finding size 13 high heels.
If you really want to see your promotion, check out the women who pretend to have a mental illness. If you can tap into that gold, mine you are set for life. HR wouldn’t dare touch you know, matter, how incompetent or completely unproductive you are.
“I have a dream that my four little children will one day live in a nation where they will not be judged by the color of their skin but by the content of their character…”
Or gender
We’ve lost the character and quality battle and replaced it with quotas and brown nosers. Not a long term win for us.
Cool story. Lots of variables to account for. Where are these women and companies in a country who is culture traditionally valued their input? Were they there based on merit or based on a quarter system? I often wonder what the statistics would produce if we looked at things like eyecolor and number of fillings among other things.
Previous poster - those statistics sounds like an easily manipulated stat that would be easily skewed to tell a desired narrative and fit an agenda. I dont know, but I can guess, that correlation doesn't equal causation in the case of having less representation on a board. That being said, from a board perspective, it is never a bad thing to have diverse thoughts/experiences. . . .no matter whose brain those came out of (man, woman, black, white, etc)
In response to the question about how diversity makes more money for shareholders: https://news.bloomberglaw.com/securities-law/board-diversity-is-critical-to-protect-shareholders-bottom-line
"Companies with a market capitalization of more than $10 billion and with women on their boards outperform comparable businesses with all-male boards by 26% worldwide over a period of six years."
"Companies with gender-diverse boards have fewer instances of problematic business practices, such as fraud, corruption, bribery, and shareholder battles, and are associated with more transparent disclosure of stock price information and fewer financial reporting mistakes."
DEI isn’t about creating shareholder value - it’s all about messaging and brand management. It’s to keep us off the front page of the WSJ when they run stories about the lack of minorities in large companies.
Low carbon is similar.
DEI is discrimination masked as virtue.
If it’s so obvious, please spell it out. How does increasing “diversity” increase value to the shareholders?
I’ll wait.
You don't see why providing more opportunities for women would be a good thing? Seems pretty obvious
Still waiting on an answer on why it’s such a good thing. Anybody care to venture a properly documented example of how increasing “diversity” makes more money for shareholders?
Previous poster: Why?
Serious question.
I saw that north slope was something like 90% male and other field offices are 80% plus. Given the focus on diversity and inclusion it seems this is a tremendous opportunity to show we take this issue seriously and will address these disparities.
Correct. They’re complaining loudly to anyone in earshot about how badly they’re being treated as they collect their bonuses, promotions, time off, and fawning praise.
A bet your female peers aren’t whining on anonymous forums. Maybe that is how they are getting promoted
Oh it’s progress alright. In the wrong direction. Discrimination against one gender to make up for past discrimination against another is not equitable in any world. It just shifts the problem. Not a good look, COP.
The discovery process in the lawsuit will be fascinating. Note to COP: retain all records and communications.
Live free or DEI!
I suspect we have more women in early career roles (ie younger) and this would align to college enrollment. When you’re sub 35, promotions are more clockwork and this is affecting the overall female/male promotion ratio as men are weighted more heavily in the mid to late career demographic where promotions are harder to come by.
If not, then yes, I think it would be discriminatory.
Smart Growth, Superior Returns, SPIRIT Values!
I choose to call it discrimination.