I guess he’s too busy running X to pay attention to what’s going on at his other companies or to read posts by randoms like that Cuban dude.
https://twitter.com/mattyglesias/status/1742731202837045317?t=WJ8tZ2a-yMBX3tdus_d2Rw&s=19
On reflection I don’t think I’ve heard a DEI initiative talk about different physical or mental capabilities, only race, sex, gender, religion, etc. though I’m sure there probably a few.
ERGs (iykyk)
One thing I share with Elon is his dislike of acronyms. But he has actually threatened to fire people for using them, so this is just another way he’s exceptional.
Someone who’s worked for a giant company may not realize that “we’re implementing DEI” means something very different than say at Harvard.
At a giant corporation it probably means they put up some rhetoric on their website, hired a full time person as the “DEI officer” which is really just HR, and paid to put all employees through some kind of workshop (which conveniently gets the company certified by whatever DEI governing body is out there).
And just super lol at “data-driven”. Just admit you’re doing what you want to do as a company. Don’t try to sell me that you ran some kind of numbers before making your decision, or that you have some kind of metric to determine how well it’s working. Data-driven in the corporate world is code for “complete bullshit”. Total red flag.
Someone who’s worked for a giant company may not realize that “we’re implementing DEI” means something very different than say at Harvard.
I’ve been out of circulation for a while. I had to look it up when people started yelling about it.
Thanks twitter for helping me stop scrolling. I literally cant anymore at work because of those ads.
Alao, thanks to everyone who offered me a blue sky key. Im all set up there now
Meh. I work for a giant company and they take it pretty seriously. It’s brought up as part of the performance review and promotion process for managers+ (“what are you doing to advance DEI” etc). There are frequent trainings on a variety of related topics, some of which actually aren’t that terrible to sit through (like a series that points out the various terms and phrases we use in business environments that have harmful histories or connotations). I’m sure it’s reported for various business units (data-driven!) and I’ve heard several leaders consider it during team building (usually “hey this team has way too many white males”).
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My company is a Fortune 500 company. We have several DEI dedicated staff in the HR department. They track DEI “performance” in pretty reasonable ways - for example we look at the average compensation of women vs. men and employees from under represented groups (“UREs”) vs. non-UREs (aka “white people”), with splits between exec, middle management, and staff. We even publish all that data publicly every year. Business unit leaders that have bad performance on these metrics get a (modest) negative impact on their bonuses. DEI isn’t complete bullshit, I think it is more accurate to say that it’s something that big companies will say is a top priority in their rhetoric, but naturally they are not going to materially sacrifice profitability for it.
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Yeah, we’re pushing 600 employees and DEI is reported on at each all hands and the percentages are goals for the company. C level has been roasted when they hire another white guy to management before so there at least is more visibility into than Suzzer has seen. Then again, we’re based in Boulder…
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Yeah me too, I work for a European company not American but it’s taken pretty seriously. People who are perceived as not being inclusive have a much harder time than they did 10 or even 5 years ago.
It is of course a thing that any progress along these lines will fuel another 5 years of grievance and hatred among useless middle class white males who believe DEI is the only thing keeping them from career greatness.
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When my wife worked at Disney the pressure they were under to hire diversity was enormous. The executives’ bonuses depended on it.
That sounds like a right-wing talking point so I’ll add that, at least in the entertainment industry, instilling a culture of diversity absolutely takes hard work and sacrifice, it was closed off for so long and remains so in many ways.
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It’s also good for business, though. When I took my girls to Disneyland this past spring, I saw a grown ass Asian woman break down in tears on meeting “Mulan.” On the one hand, sure, it was immature, but on the other hand, she was so happy when she finally had a princess who looked like her that it stuck with her for the rest of her life.
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So, I guess we’re all just going to become experts on plagarism standards and start reading graduate dissertations now?
“Oxman plagiarized multiple paragraphs of her 2010 doctoral dissertation, Business Insider found, including at least one passage directly lifted from other writers without citation.”
Also, just for some extra spice, “In 2019, emails uncovered by the Boston Globe showed Ackman pressured MIT to keep Oxman’s name out of a brewing scandal over an original sculpture she gave to Jeffrey Epstein in thanks for a $125,000 donation to her lab.”
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Now I feel weak-tight for not plagiarizing any of my thesis.
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Gay’s bluff was snapped off, sometimes being weak right is good.
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