[SpicyLemonZest]

Every POC I know thinks that these kinds of efforts are often, although not always, patronizing. (In some cases even beyond patronizing; I've heard a few people say it's actively hurting their career, because they spend so much time being voluntold into diversity discussions that it cuts into their bandwidth for their real job.)

[komali2]

If it's patronizing, it's a shitty diversity and inclusion program.

Your conversations are the opposite of the ones I've had.

[SpicyLemonZest]

I agree, and I’m absolutely in favor of good diversity programs. It just seems to me that the attitude of “don’t strive to be race blind, always keep yourself aware” consistently leads to bad programs. By far the most bigoted thing I’ve heard at work was in a diversity seminar, where the instructor (a white man) told me (a Hispanic man) that we must make sure to call on Latinas in meetings because they’re not comfortable speaking up for themselves.

[komali2]

That does sound frustrating. That does sound like a shitty D&I program. That is something worth speaking against, I believe.

Isn't there some way to act as an ally to a minority population that doesn't involve patronizing?

[SpicyLemonZest]

Absolutely. I don't tremendously like the framing of "allyship", but there are lots of good diversity-promoting measures that companies should take - one example, we're working on pushing my current company to do an AfroTech sponsorship.

[_y5hn]

Then look at it as opportunity.