[Udik]

> I think it is the consequences of closing such a discussion that he leaves unaddressed. Does the company still value your opinion? Do you matter?

It seems he clearly proved that those opinions matter, if he recognized the mistake, recognized the validity of some of the points made, and apologised.

What I've observed in this and other well known instances of "social justice" protests (I hope it's the best neutral term to describe them) is that there seems to be no endgame accepted by the protesters. No apologies are ever accepted without an explicit or implicit transfer of power to them. An example of an explicit transfer of power is setting up some commission or bureaucratic structure where the protesters or people they trust will be enrolled; and resignations represent an implicit transfer of power (the recognized power to make someone lose their job, which is not a small one).

Compare this with normal workplace dynamics. You can complain inside your workplace for many work-related reasons (workload, bad management, pay, etc.). Your complaints can be openly discussed, legitimately rejected, or acted upon. But in any case a change in the hierarchy or in the company structure is not something you expect. It can happen (very rarely) or not, and you might be satisfied with the responses or the changes or not, and if you don't like the answers after a while you might decide to move somewhere else. You don't consider unacceptable that the company doesn't see or address your point of view. At some point the discussion ends and that's it. This is not what happens on social justice complaints, and I think it's toxic (in the workplace, but in general everywhere).

[bytelines]

I can't really comment about other "social justice" protests because frankly I don't really care about them, but yes this absolutely is about power.

What DHH neglects to address is that he's claiming the power to silence. "we had to close down this channel" or "discussions are being moved".

I like your idea of comparing this to a normal workplace dynamic. What if you get the rare change you wanted to see, but in exchange there is a new policy: no more discussions like this? Yes, your ideas about devops or whatever were fine, we're making a change, and now please never discuss our product development process again.

At the very least, does the change you 'won' feel genuine?