Smash mouth genie

Built like a linebacker

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Joined 2 years ago
Cake day: June 14th, 2023
  • Banana@sh.itjust.workstopolitics @lemmy.world•Declassified CIA Guide to Sabotaging Fascism Is Suddenly Viral
    351·
    7 days ago

    I didn’t say POC anywhere in my comment.

    These identities are minority identities. Women, POC, LGBT+ communities are all considered minorities. There are legitimate reasons for DEI, including increasing efficiency in workplaces, which doesn’t line up here, because in this doc the increase in bureaucracy is for the purpose of decreasing efficiency.

    Some studies I’d like to cite regarding my claim on Diversity practices increasing efficiency:

    https://pubmed.ncbi.nlm.nih.gov/30765101/

    Results: Most of the sixteen reviews matching inclusion criteria demonstrated positive associations between diversity, quality and financial performance. Healthcare studies showed patients generally fare better when care was provided by more diverse teams. Professional skills-focused studies generally find improvements to innovation, team communications and improved risk assessment. Financial performance also improved with increased diversity. A diversity-friendly environment was often identified as a key to avoiding frictions that come with change.

    https://dinastipub.org/DIJDBM/article/download/2986/1924/12080 (This one is a PDF) CONCLUSION This study shows that Diversity, Equity, and Inclusion (DEI) initiatives have a significant positive impact on employee performance.

    I also found this article from Harvard that explored practices that don’t increase efficiency, however, when they don’t work, the reason is usually unconscious bias and racism:

    https://hbr.org/2024/06/research-the-most-common-dei-practices-actually-undermine-diversity “These methods often exacerbate existing biases and fail to address systemic barriers, perpetuating organizational inequities. For example, diversity and harassment training programs frequently focus on blame, legal consequences, and unconscious bias. Employees are often told they are biased, and managers are informed that they will be held accountable if employees are accused of discrimination. This is counterproductive because employees tend to react with resistance and anger to these messages, inadvertently increasing discriminatory behavior.”

    The reason I am including this is that even if the end goal was to decrease efficiency, it would have to be the goal of management, not the regulatory bodies, because management are the ones choosing these methods, and if it were management’s goal to decrease efficiency, they would be able to do this without DEI requirements.

    My overarching point here is, while I understand your skepticism on DEI practices, there are much simpler and cheaper ways to perform the methods in the original post, making DEI an extremely unlikely culprit.