DEI is still alive

[AProudLefty]

AI Overview



+9
DEI is still alive, though its practice is evolving and facing challenges. While the number of dedicated DEI jobs has decreased, many companies are continuing diversity and inclusion efforts, sometimes under different names like "culture" or "belonging," due to investor, employee, and consumer pressure. Some critics argue certain DEI programs have been ineffective, leading to a shift in strategy rather than a complete abandonment of its goals.
Evidence of DEI's continued existence
Corporate commitment: Many large companies state their continued commitment to DEI, and few have completely scrapped their efforts, reports CNN.
Evolving strategies: Some organizations are reframing DEI initiatives to focus on general concepts like building a strong company culture, personal growth, or a sense of belonging, often without using the DEI acronym itself.
Consumer and investor pressure: Consumers increasingly want to align with companies that share their values, and investors often see DEI metrics as important, which incentivizes companies to continue these efforts.
Continued use in public institutions: Despite Supreme Court rulings impacting public institutions, DEI efforts persist in many sectors.

 

[Nordberg]

They found that minority workers are as good or better than regular workers. They are not harming the company. The DEI hires still have to have the experience and education to qualify for the position.

 

[T. A. Gardner]

When you are making hiring decisions on the basis of racism, sexism, exclusivity, or other non-work-related measures you are weakening and ultimately potentially destroying your company. DEI is ALL BAD. There is no upside to it.

Report: 50 Companies Facing DEI Lawsuits [2025] | Buildremote

Here is the complete list of companies facing legal trouble for their DEI policies.

buildremote.co

DEI training and its dangerous, counterproductive impacts

Diversity, equity, and inclusion (DEI) initiatives typically purport goals of combating bias and promoting inclusivity, but an experiment on the topic has found that its pedagogy produces hostile attribution bias. The study, presented by the Network Contagion Research Institute (NCRI) and the...

www.americanexperiment.org

https://networkcontagion.us/wp-content/uploads/Instructing-Animosity_11.13.24.pdf

DEI Exposed: The Dangers of Forced Conformity in Diversity Equity & Inclusion – Global Watchdog

Unveiling the Complexities of DEI: Exposing Potential Pitfalls and Alternative Solutions for Fostering Genuine Inclusivity in the Workplace.

gwmac.com

 

[AProudLefty]

When you are making hiring decisions on the basis of racism, sexism, exclusivity, or other non-work-related measures you are weakening and ultimately potentially destroying your company. DEI is ALL BAD. There is no upside to it.

Tell that to MLK Jr.

 

[T. A. Gardner]

Tell that to MLK Jr.

Why? DEI is all about racism, sexism, and exclusivity. It argues for more of all three.

 

[AProudLefty]

BTW alleged lawsuits and opinions won't work.

 

[AProudLefty]

Why? DEI is all about racism, sexism, and exclusivity. It argues for more of all three.

Nope. It's about inclusivity. It makes sure that well qualified Black people are not being overlooked.

 

[T. A. Gardner]

Nope. It's about inclusivity. It makes sure that well qualified Black people are not being overlooked.

No, it's not. It is exclusive. It picks and chooses who, in what categories of race, gender, sex, etc., employees should fit. It isn't 'color blind.' It doesn't look for the best qualified person but rather the person that best fits the race, gender, etc., expectations of the company. If you don't fit in one or more of those categories, you are not considered for the job. It ensures those the DEI policy wants excluded are overlooked.

As an extreme of DEI, a company is looking to hire someone and has three candidates:

1. A White, heterosexual, male who is highly qualified and has years of experience

2. A non-White, non-binary, female who has marginal qualifications and no experience

3. A person of color, of unidentified gender who has questionable qualifications and no listed experience at anything

Person #1 would likely not even be considered in a DEI setting. Thus, the company hires person 2 or 3 and gets a marginal or unqualified person for the position because that is less relevant than their checking boxes for race, gender, sex, and other traits that have nothing to do with the job.

 

[AProudLefty]

No, it's not. It is exclusive. It picks and chooses who, in what categories of race, gender, sex, etc., employees should fit. It isn't 'color blind.' It doesn't look for the best qualified person but rather the person that best fits the race, gender, etc., expectations of the company. If you don't fit in one or more of those categories, you are not considered for the job. It ensures those the DEI policy wants excluded are overlooked.

In other words, MLK Jr. was wrong.

 

[Life is Golden]

Only in your mind. Corporate America certainly abandoned that nonsense, quick. 16 genders. lmao

 

[T. A. Gardner]

In other words, MLK Jr. was wrong.

I don't know. What are you quoting from MLK jr.?

 

[AProudLefty]

Only in your mind. Corporate America certainly abandoned that nonsense, quick. 16 genders. lmao

AI Overview



+6
Many companies, such as Apple, Costco, and JP Morgan, continue to support DEI initiatives despite pressure, often citing the business case for diversity and inclusion.

16 genders? The hell you're talking about?

 

[AProudLefty]

I don't know. What are you quoting from MLK jr.?

Foundation for DEI principles: Proponents state that King's core principles of fighting discrimination and striving for equality are the basis for modern DEI efforts.
Vision of a colorblind society: King's famous quote, "I have a dream that my four little children will one day live in a nation where they will not be judged by the color of their skin but by the content of their character," is seen as a cornerstone of the equity principle in DEI.
Focus on marginalized voices: His legacy of advocating for marginalized groups and dismantling systemic inequities is seen as a direct precursor to DEI work today.

 

[AProudLefty]

No, it's not. It is exclusive. It picks and chooses who, in what categories of race, gender, sex, etc., employees should fit. It isn't 'color blind.' It doesn't look for the best qualified person but rather the person that best fits the race, gender, etc., expectations of the company. If you don't fit in one or more of those categories, you are not considered for the job. It ensures those the DEI policy wants excluded are overlooked.

As an extreme of DEI, a company is looking to hire someone and has three candidates:

1. A White, heterosexual, male who is highly qualified and has years of experience

2. A non-White, non-binary, female who has marginal qualifications and no experience

3. A person of color, of unidentified gender who has questionable qualifications and no listed experience at anything

Person #1 would likely not even be considered in a DEI setting. Thus, the company hires person 2 or 3 and gets a marginal or unqualified person for the position because that is less relevant than their checking boxes for race, gender, sex, and other traits that have nothing to do with the job.

That is your opinion. DEI does not hire less qualified people.

 

[T. A. Gardner]

Foundation for DEI principles: Proponents state that King's core principles of fighting discrimination and striving for equality are the basis for modern DEI efforts.
Vision of a colorblind society: King's famous quote, "I have a dream that my four little children will one day live in a nation where they will not be judged by the color of their skin but by the content of their character," is seen as a cornerstone of the equity principle in DEI.
Focus on marginalized voices: His legacy of advocating for marginalized groups and dismantling systemic inequities is seen as a direct precursor to DEI work today.

That's the ideal, the reality is that DEI based on the ideas of people like Kendi, Crenshaw, or DiAngelo, as examples, is that it is racist, sexist, exclusionary, and really hate based. DEI as practiced is about quotas, and having the "correct" mix of races, sexes, genders, disabilities, and other traits not job related. That's how it works in practice.

 

[AProudLefty]

That's the ideal, the reality is that DEI based on the ideas of people like Kendi, Crenshaw, or DiAngelo, as examples, is that it is racist, sexist, exclusionary, and really hate based. DEI as practiced is about quotas, and having the "correct" mix of races, sexes, genders, disabilities, and other traits not job related. That's how it works in practice.

So your contention is that the unqualified Blacks and women were hired? Give examples. Also give examples of them doing poorly. Start with the pilots.

 

[T. A. Gardner]

So your contention is that the unqualified Blacks and women were hired? Give examples. Also give examples of them doing poorly. Start with the pilots.

Yes, among other un- or marginally qualified persons. Would you prefer some I actually saw myself in government / military service or from studies?

With pilots:

United Airlines CEO Scott Kirby went viral this week after remarks he made in 2021 about the company’s diversity initiatives resurfaced. During an interview with Axios on HBO, Kirby said the company was committed to ensuring 50% of their graduating pilot classes would be women or people of color.

Former FAA safety expert addresses airline DEI controversy, viral United comments

Earning the critical position of commercial airline pilot should be based on merit, not skin color or gender, as the priority is the safety, according to aviation expert Kyle Bailey.

www.foxbusiness.com

The airline’s decision comes after AFL accused it of engaging in hiring practices that violated federal contracting laws. AFL’s complaint, filed in January, alleged that American Airlines prioritized race and gender over merit in hiring and promotions, despite receiving over $140million in federal contracts since 2008.

https://www.hrgrapevine.com/us/content/article/2024-12-18-american-airlines-drops-diversity-focused-hiring-practices

The Federal Aviation Administration is actively recruiting workers who suffer "severe intellectual" disabilities, psychiatric problems and other mental and physical conditions under a diversity and inclusion hiring initiative spelled out on the agency's website.

"Targeted disabilities are those disabilities that the Federal government, as a matter of policy, has identified for special emphasis in recruitment and hiring," the FAA's website states. "They include hearing, vision, missing extremities, partial paralysis, complete paralysis, epilepsy, severe intellectual disability, psychiatric disability and dwarfism." [...]
The cited FAA text is real

FAA Policy About Hiring People with Intellectual Disabilities Has Existed for Over a Decade

Posts by Elon Musk and others implied that a long-standing policy was the result of a recent emphasis on diversity, equity, and inclusion programs.

www.snopes.com

Seen it myself more than once, and the results are almost uniformly disasterous.

 

[AProudLefty]

Yes, among other un- or marginally qualified persons. Would you prefer some I actually saw myself in government / military service or from studies?

With pilots:

United Airlines CEO Scott Kirby went viral this week after remarks he made in 2021 about the company’s diversity initiatives resurfaced. During an interview with Axios on HBO, Kirby said the company was committed to ensuring 50% of their graduating pilot classes would be women or people of color.

Former FAA safety expert addresses airline DEI controversy, viral United comments

Earning the critical position of commercial airline pilot should be based on merit, not skin color or gender, as the priority is the safety, according to aviation expert Kyle Bailey.

www.foxbusiness.com

The airline’s decision comes after AFL accused it of engaging in hiring practices that violated federal contracting laws. AFL’s complaint, filed in January, alleged that American Airlines prioritized race and gender over merit in hiring and promotions, despite receiving over $140million in federal contracts since 2008.

https://www.hrgrapevine.com/us/content/article/2024-12-18-american-airlines-drops-diversity-focused-hiring-practices

The Federal Aviation Administration is actively recruiting workers who suffer "severe intellectual" disabilities, psychiatric problems and other mental and physical conditions under a diversity and inclusion hiring initiative spelled out on the agency's website.

"Targeted disabilities are those disabilities that the Federal government, as a matter of policy, has identified for special emphasis in recruitment and hiring," the FAA's website states. "They include hearing, vision, missing extremities, partial paralysis, complete paralysis, epilepsy, severe intellectual disability, psychiatric disability and dwarfism." [...]
The cited FAA text is real

FAA Policy About Hiring People with Intellectual Disabilities Has Existed for Over a Decade

Posts by Elon Musk and others implied that a long-standing policy was the result of a recent emphasis on diversity, equity, and inclusion programs.

www.snopes.com

Seen it myself more than once, and the results are almost uniformly disasterous.

"It was present during the entirety of the Trump administration, and it remains present at the time of this reporting."



Anyway the DEI has nothing to do with disabilities. The lawsuits would be valid.

You haven't provided any examples of distarous results.

Are there any examples of bad Black pilots?

 

[christiefan915]

No, it's not. It is exclusive. It picks and chooses who, in what categories of race, gender, sex, etc., employees should fit. It isn't 'color blind.' It doesn't look for the best qualified person but rather the person that best fits the race, gender, etc., expectations of the company. If you don't fit in one or more of those categories, you are not considered for the job. It ensures those the DEI policy wants excluded are overlooked.

As an extreme of DEI, a company is looking to hire someone and has three candidates:

1. A White, heterosexual, male who is highly qualified and has years of experience

2. A non-White, non-binary, female who has marginal qualifications and no experience

3. A person of color, of unidentified gender who has questionable qualifications and no listed experience at anything

Person #1 would likely not even be considered in a DEI setting. Thus, the company hires person 2 or 3 and gets a marginal or unqualified person for the position because that is less relevant than their checking boxes for race, gender, sex, and other traits that have nothing to do with the job.

You can't comprehend that your categorization can work a bunch of different ways. The non-white female can be in the first position and the white male in the second, or the person of color in the first position and the white male in the third.

 

[T. A. Gardner]

"It was present during the entirety of the Trump administration, and it remains present at the time of this reporting."



Anyway the DEI has nothing to do with disabilities. The lawsuits would be valid.

You haven't provided any examples of distarous results.

Are there any example of a bad Black pilot?

It was present during the Obama administration. So? Doesn't change the issue one iota. You are offering a red herring and non sequitur. DEI is about "inclusion." The disabled are generally a qualified category under that label.

Lastly, now you are doing the reductio ad absurdum argument (demand for more proof / trivial objections). I showed it was occurring. That pretty much proves my point.