Diversity (Dei) in tech is lip service
Hello elphas,I’ve been consulting in dei and equity for the past 11 years. My work has exponentially grown for Obvious reasons this year. I’ve Provided exceptional coaching to many tech companies in the Bay Area and I’m a trained Equity leader. I create interactive Anti-racism, unconscious bias trainings and support companies build out culture, and diverse yet equitable spaces . My work is highly sought out and built through referrals.My concern is centered in wondering why tech has redefined the definition of DEIB to be solely just diversity reports and metrics vs. impact?Every Erg I’ve worked with this year is fed up and now I’m questioning if this is even worth it anymore? Are there companies out there taking an equity only approach? I have worked with Pinterest, google, Uber and more this year and they have it the worst there. I’m disheartened and I’m starting to understand the deep need for call out culture and its value because the restorative approach is not working and the money isn’t satisfying anymore. Are there any folks out there who’s orgs are taking a non-conventional approach?
Iynna·Nov 24, 2020Iynna·Nov 24, 2020Thanks for posting - just like you I have a lot of feelings around DEI and how it is thrown around in the tech world :) I liked reading this thread and you might too (among the many others on the topic on Elpha)https://elpha.com/posts/38622zr1/resources-for-d-i-initiatives
Hi Iynna, I saw this post a while back and felt it was an indicator of the focus on Hiring/ on-boarding Strategies and surface level approach to creating equitable work spaces vs culture transformation...
Hi anon! You are not alone! I definitely feel this. I have a lot of corporate clients and shifted my work to supporting BIPOC in the workplace during the second half of this year. Many of them are in tech and they are pretty much disgusted at this point. They have concluded it is all performative and have made the wise decision (for their own mental and emotional health) not to engage at all anymore. In my culture consulting work, I work with companies on understanding what it means to take a human or communal approach to work for this reason. If everything is structured to value money over all else, you can't build equity for certain groups of people without figuring out how to value people over money first -- or at least put the two on an equal playing field. DEI isn't working because we're trying to build equity in a system that doesn't even see money and human beings as having equal value. It's a foundational problem that DEI will never solve.
Not exactly the same topic, but I ran across this NYT headline today and your post made me think of it. I agree that as long as the bottom line is the most important line, options are going to be very limited and often performative. Thank you for sharing your perspective with us.
Ohhh will have to read that. I also fundamentally believe that the obsession with the bottom line is the thing that keeps companies from making significantly more money than they already do. If that's all you think about, you can't activate your imagination to see other revenue streams.
Thank you!
Well if we're supporting BIPOC in the workplace what can we do as external DEI professionals to take the performative and turn it into sincere change? Have you seen the https://theblackfounderlist.com?Seems like we as external DEI should be able to follow up and publicly tell people who kept their promises and who didn't. What do you think?
I support call out work and it's not really my strength. My focus is on the wellbeing of BIPOC at work. That's my lane and I stay in it. I tend not to follow anything that tracks advancement of BIPOC in the workplace or funding for BIPOC because I already know what it says and I also think those things are just symptoms of a larger problem. BUT, if it's your lane, then tap tap on that microphone. We all have a role to play.
That is super disheartening to hear. I’m sorry.I have worked in finance and tech as an employee, not a dei coach. It used to be super rough. Things only got better for me once I joined a company with very aware female founders one of who is black and queer and a white queer founder who is much more aware than most white folks I know. They have so far protected me a lot from the industry’s bs. It’s not perfect but my health and well being have improved drastically. Maybe it is time for you to take a break from working with white folks on this stuff and work with bipoc instead? I’m sure your skills are very translatable to coaching bipoc owned businesses and individuals to succeed. Another idea of mine would be to outsource the actual coaching to white allies who you just manage under a small dei company? I don’t know you or your situation, these ideas just came to my mind. I am sure you’ve thought about it all before.Virtual hugs from your fellow bipoc in tech
I love that you shared this. Thank you. I agree and feel a break is coming soon because I may need to switch some things up in our approach.
I’m sorry to hear that. Commenting to follow and to see others’ comments, experiences and ideas! I hope you find inspiration and the right path for you very soon ❤️
Hi - If you have time, would you be willing to consult for an hour? I'm developing a start-up taking an approach to DEI that, so far, several HR professionals have told me they haven't seen yet. I'd appreciate hearing more about your experience in this space to see if what I'm developing may facilitate the problems you're experiencing. My platform isn't focused solely on tech; there are tremendous DEI challenges in so many industries that I'm trying to help across industries. Thank you for considering this.
Hi Jenyi. Thanks for reading and reaching out. I’d be happy to support you. I’ll pm you!
I am interested!
Hi, Anon - What you wrote, above, is a big part of the reason I chose to found Humaxa. We use an AI Assistant to talk with employees, figure out how they feel about D/E/I, and it offers to take action. We have about 10,000 people on our platform today and we're putting everything we have into making an impact. However, with your experience - I'd love to hear what you think & hear your ideas. Want to connect? [email protected]
I have worked at top tech companies and can honestly say that they are very data driven. As such they tend to put a high emphasis on metrics to measure success, and therefore treat people like statistics. Many leaders do not have a full understanding of what D&I really is. They don’t realize that it’s about change management and full organizational restructuring, which includes their support. Focusing on linking D&I to organizational objectives can get better results. In other words, demonstrating why D&I is smart business which can lead to innovation, increased productivity, and sustainability.
I now think that is true for tech and indeed all white male controlled companies. It's all show the 10BN a year spent, the incremental changes in metrics.
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