| 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 |