Creating a diversity disaster

But for all of the enthusiasm that she and peers exhibited (including the loud group of men from various departments who eagerly threw in their comments from the back of the room), Riemer says she saw little change in the office dynamic after the training was completed. “Nothing ever came out of it, and my work life didn’t change in the slightest. It seemed like a huge waste of my time.” More here.

An excellent article which deserves your attention.



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2 replies

  1. A big part of the challenge is that no organization lives in a vacuum. If you are embedded in a society for isms, racism, sexism, etc – the candidates you get are going to reflect that balance. Or if there are “actual” correlations – like say between poor performance at certain tasks and a background of poverty, and then between background of poverty and skin color… this kind of training probably is still useful to get people thinking about that, and not try to make preemptive judgements.

    I think we’ve made good progress, some of which some of my fellow lefties, are slow to recognize, in getting people to show that a lot of prejudice beliefs are wrong headed and morally gross. It’s the next steps that are even tougher… how do we build more just societies without infringing on individual liberties? Should people be free enough to be free to discriminate?

    There are weird sad big truths, like, you can’t have a society that’s pure meritocracy (and thinking you have a pure meritocracy is problematic… because it’s never pure, but then the people getting the good end of the deal are convinced they deserved it and people on the short end of the stick deserve that, too) AND has personal freedom, because there’s probably something in human nature (or at least in Western culture) that says, you favor family first, so left on their own most people will do just that

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