[mostertoaster]

I’ve actually heard from many friends that even though they are in a “favored” group, because of their skin color or gender, they hate it because they suffer from even worse impostor syndrome than the average developer.

They might genuinely be awesome and yet they sit there and doubt and ask “am I only doing well because of something not related to my work”

[slt2021]

I would like to think of it as first, second order effects.

First order effect of DEI:

- Bar is lowered in the name of DEI, to bring more diverse employees

- Managers/CEOs/HRs get their bonuses for meeting DEI metrics

Second order effects:

- Hired minority employees find it hard to perform to the expected(or peer) level

- Because lot more minority candidates were hired than if it were without DEI, performance issues start to become bigger and more noticeable problem. More importantly performance issues cluster around minority candidates

Third order effect:

- Long-term workplace perception of all minority candidates is harmed, regardless of skill.

- We are back to square one, where in order to compensate for 2nd order effects all minorities are subjected to unfair discrimination based on race, regardless of skill

[bitti]

Right you are... I used be a Manager at Volvo (Sweden) and I really like their approach to boost the diversity on the workplace. Instead of targets/or lowering the standards they were moving obstacles (childcare, flex work) and focusing on marketing amongst the diversity groups.

[lupire]

So, the same thing Big Tech company do.

[jeegsy]

This is something I have always wondered. What are the psychological/mental effects on an employee upon the discovery of the real reason they were hired?