[brighteyes]

The historical question has to address the current facts on the ground, though. Those centuries matter in some ways, for example, in currently poverty rates among black people, for example, which are a disgrace to the US. But how do those centuries justify focusing only on white people in that slide, if the goal of the slide is diversity?

I didn't miss "to lead", I referred to it. My point is that no matter the position - rank and file, or leadership; technical or non-technical; etc. etc. - it is never ok to say "this position is not for [race of gender X]". It's just wrong.

Again, it's fine to say "it would be helpful to have a presence of [group X] here". That focuses on the positive, doesn't exclude a specific group, and there are valid reasons to indeed want a presence of underrepresented minorities, because it's about them.

In other words, this entire initiative could be done in a non-racist way.

[igotratelimited]

"But how do those centuries justify focusing only on white people in that slide, if the goal of the slide is diversity?"

Again, no one said white people can't be involved. It says it is not for white people to lead. No one is leaving white people out of this.

"...and there are valid reasons to indeed want a presence of underrepresented minorities, because it's about them."

Think about that for a second. Do you see the subtlety in what you're saying? You're acknowledging that some power should be yielded from those that hold it "because it's about them", but you're not giving people of color the power to run the thing that is in and of itself about them. Only giving up token pieces instead of yielding power is one of many ways that white supremacy gets passed on over the centuries.

[brighteyes]

No, I disagree with that point of view. You see things as groups holding power and that distribution of power shifting. I think that's a combative and counterproductive perspective.

Instead, I focus on fairness and equal treatment. Individuals - all of them - should be given respect and opportunity. That's what really matters, and if we do that, then we can wipe out discrimination and intolerance.

Our points of view lead to some identical things we want - we both want to end any and all existing discrimination against underrepresented minorities. However, from there, there is divergence.

This is a political difference of opinion. It can't easily go away. What I think is important is that people like you and people like me find ways to meet on common ground and work towards those shared goals. But to do so, we have to accept some political viewpoint differences.

Side note: I find comments like "think about that for a second" etc. from you as potentially condescending. As if you're trying to play the role of a teacher, guiding me to some truth that you already grasp. I'm giving you the benefit of the doubt that you didn't mean it that way.

[anotheronedj]

Sorry if I came off as condescending, that wasn't my intention. I once held a similar position as yours, but it was because I wasn't well read about the subtleties of white supremacy and power structures. That changed as soon as I first read Malcolm X and had my mind blown as a teenager. I thought maybe you also didn't see it, but now I realize you do see it but don't think it's about power. My apologies.

But yes we disagree. Of course all individuals should be given respect and opportunity, no one is arguing otherwise. The fact of the matter is that that's not the current state of the world. We can talk about fairness and equal treatment all we want, but that doesn't address the systemic racism that is happening right this second. People of color don't have the time to wait around for white people to decide to be respectful and fair. I don't see any way to overcome it than from a yielding of power.

I'm down to find common ground, but it has to be on something concrete, not vague ideas of fairness (which are subjective anyways). I personally think it's silly to have diversity initiatives led by white men. What do you suggest?

[brighteyes]

> I once held a similar position as yours, but it was because I wasn't well read

Again, I'm giving you the benefit of the doubt here, but I think any reasonable person could interpret that as condescending.

> I personally think it's silly to have diversity initiatives led by white men.

I might see a 10-person board of a diversity nonprofit that is 100% white men as silly. But to have some Chief of Diversity officer in one company happen to be a white man sounds fine to me - if he's good at it. No more odd than a professor of Russian history being Indonesian.

To say otherwise, as you just did, strikes me as racist. Do you really not see it?

> What do you suggest?

For example:

1. Educate hiring committees on implicit bias.

2. Make sure hiring is done as blindly as possible, e.g., coding tests can be done via text and not in person. This has worked wonders in other industries.

3. Have companies' HR departments focus on diversity, e.g. talking to employees (anonymously, or as they prefer) to see if there are current issues, and if so, to try to address them.

All those steps are already being taken by most major software companies, including the one I work at. Progress is happening. And it can happen without

1. Posing the problem as "group A" vs "group B", as you are doing. That's the type of thinking that got us into this problem in the first place, that led to prejudice and racism.

2. Acting and talking in ways that appear racist to a large segment of the tech industry, as Github is doing.

[mjbh7k]

Nope, I really don't think saying the chief of diversity should be non-white is racist. I can intellectually understand the impacts of racism, but I'm seen as a cis-gendered white male when I'm out in the world and don't experience the effects of racism personally. It's a different thing to live in the US as a person of color and experience the small daily abuses that that comes with. When I come home with my girlfriend, who is a woman of color, and she starts crying because a white person followed her in a store, or assumed she didn't have money, or she overheard a comment made about her, yet I was treated with respect and dignity all day, it's very difficult to deal with. I can intellectually understand the effects of racism, yet I don't experience it.

Forgive me if I think she is more qualified for that job running diversity initiatives than I am, even though I'm very well read on the topic.

[brighteyes]

That's all true, and definitely that perspective matters a lot.

But it's not the only qualification necessary for the job. The other is to effect change in the organization. By your logic, if a black person is better at understanding the problems black people face, perhaps a white person would be better at getting white people to change things in the company.

I actually think both of those are wrong. You can feel horror at the Rwandan genocide or the holocaust or other massive injustices without being African or Jewish. You don't just intellectually understand racism in the US - I hope - you also feel it has to change.

Again, I agree the perspectives of underrepresented minorities are crucial here. But that doesn't lead to "every single chief of diversity must be non-white."