[asdsadasdasd123]

Every DEI program I've been involved in has had target quotas which put pressure on hiring managers to reach those quotas, but still "hire on merit". And then they hire a viz minority engineer who thinks translating a js file to python means renaming the file extension.

[vkou]

I'm glad you took the time to point that out, because, as we all know, in the history of the universe, they have never made a non-viz minority hire who also happens to be completely incapable of doing the job.

---

When a viz-minority hire sucks, it's clearly DEI's fault, we shout from the rooftops.

When a non-minority hire sucks, crickets.

[teraflop]

XKCD aptly summarized this 17 years ago: https://xkcd.com/385/

[userbinator]

Guess what happened to quality around the time all the DEI stuff started shooting up in popularity around a decade ago? Everyone sees it. Everyone experiences it. No one wanted to talk about it, until things reached a breaking point.

[vkou]

You're going to have to make a much better argument of connecting the dots if you're going to blame the enshittification of everything on... Black people and women.

None of you folks are ever 'afraid of talking about it', because any time this subject comes up, we see a full broadsides of tenuous, frequently mask-off racist nonsense.

Meanwhile, the champions leading the fight against the DEI boogieman have a truly amazing knack for both being, and appointing some of the most ignorant, least qualified individuals to ever hold positions of power... And are now speed-running their way through breaking everything.

[userbinator]

Just look at how the dates line up.

Before DEI, minorities were hired because they're actually competent. Now they're there because of who they are and not what they can do.

Things need to get worse before they get better.

[hitekker]

I was a hiring manager and saw this happen firsthand. So much pressure to hire people with the right skin color or gender, even if they outright failed an interview. Some of the ones who were fast-tracked later struggled and then got fired. One of them even stole the company laptop.

The founder of TripleByte observed how companies lied about their hiring from the outside: https://x.com/jesslivingston/status/1884652626467303560

[standardUser]

You are either lying about hard-number racial/gender quotas or you were working for companies that were flagrantly breaking the law. Did you whistle blow?

You see, it doesn't add up, because usually when a company breaks the law so blatantly, it does so in crafty, shady ways intended to make more money, not in an attempt to create diversity that does nothing for the bottom line while also threatening the very existence of the firm.

[int_19h]

When this kind of thing happens - and it absolutely does - it's never put in writing. The company training is always going to say what the law requires it to say.

But let's say that the top management in your org have made a public commitment to "increase representation of underrepresented groups". The managers in that org are then required, by company policy, to have their own goals be "aligned" with it, so they write something similar. What do you think then happens when it comes to interviews and hiring decisions?

[UncleMeat]

Hiring on merit can increase representation of underrepresented groups. There are also shitloads of decisions one can make that increase representation of underrepresented groups without violating Title 7.

You can have better parental leave and part-time work policies. Or you can open an office in a region with different racial demographics. Or you can send recruiters to events like Grace Hopper. The idea that leadership saying "we want to increase representation of underrepresented groups" converts to people illegally hiring worse candidates because of their demographics is... odd.

[int_19h]

The manager at the bottom who has no-one to pass that bucket to does not have the power to institute "better parental leave and part-time work policies", or "open an office in a region with different racial demographics". Yet they are still held accountable for those commitments.

So what they are going to do is the only thing that they actually have the power to do, which is to favor candidates that, if hired, will check off the right boxes as far as "team diversity" goes on their upcoming mid-year review.

[anonfordays]

He wasn't lying, IBM was caught doing just that: https://x.com/JamesOKeefeIII/status/1734374423124176944

[asdsadasdasd123]

Ah yes, I'm going to whistle blow and ruin my career over something "illegal" that every university has been doing for the past 50 years. Im perplexed that you find this surprising at all. This stuff happened openly in all hands with pie charts of the existing gender and racial makeup, and the target makeup with struggle session-like questions of why our engineering department doesn't have 50% woman. None of this is inconsistent if the decision makers at the company think that any deviation in demographics is a sign of institutional racism.

[standardUser]

University admittance and workplace hiring are different issues under the law. It sounds like you are purposefully conflating the issue to avoid acknowledging the logical flaws in your original claims.

[beej71]

You can anonymously whistle-blow. Why not do that?

[monero-xmr]

The gaslighting here post-Trump is insane. I’m not going to pretend that “no white or Asian males” wasn’t standard policy during the DEI hysteria. Pretending DEI was “just all about merit!” is so absurdly revisionist. Pleaseeee

[standardUser]

I'm a white male and I got plenty of jobs. Perhaps you just lack qualifications or soft skills.

[monero-xmr]

https://x.com/iamyesyouareno/status/1920817550301999229?s=46

[const_cast]

1. Universities are different, who knows how they decide to admit people

2. In the private sector, white men are not disadvantaged. Give me a fucking break man.

[monero-xmr]

Remember with the SEC tried (and failed after Trump’s win) to mandate every board have at least 2 “diverse” (no white dudes) members? Not a lot of merit there!

https://corpgov.law.harvard.edu/2025/01/12/fifth-circuit-vac...

[GuinansEyebrows]

Your choice of vocabulary belies a personality that is probably not favored by many hiring managers, regardless of your ethnic background.