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by KennyBlanken
1435 days ago
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> So, I treat strong D&I initiatives as a red flag, personally. Based off the general vibe of your comment, those companies don't want you. D&I driving away people who are made uncomfortable by D&I is working exactly as designed. Somehow I have managed to be employed at a number of companies for decades without once been in fear about being bullied by false accusations of being misogynistic or racist. I've never seen another white person bullied under the pretense of having been racist or misogynistic. I have, however, seen blatantly homophobic and racist behavior - some of it violent (in a professional workplace) and seen it covered up by management. My guess is that you don't see 'light' racist, misogynistic, or homophobic behavior as problematic - "can't make a joke these days" - and therefore see the people who are disciplined for such behavior as "bullied." |
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Maybe it’s because my first CIO was gay, or that I was working in a metrosexual community.
Same with racism, I grew up shoulder to shoulder with south Asians and black people because that’s just how life is when you live in a multicultural society and they haven’t been adequately scapegoated.
I can’t convince you that you’re wrong about this, because you’re not in most circumstances; but good people, in my experience, do not do nothing in the face of bigotry in the workplace.
The difference, however, is that there is an unmitigated independent group who have decided what utopia means and can not care about the means to their end.
The unfortunate situation I’m in is that I support their cause, but they’re bringing the movement down.
Addendum: you’re also subtly implying the MD was somehow guilty of being against D&I, as he was dragged publicly, despite literally spearheading these initiatives and winning many awards for his work in promoting D&I in the industry and independently in the region. I find that kind of a reach honestly.