Diversity (Dei) in tech is lip service

iynna's profile thumbnail
Thanks 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...
ezbrizlax12's profile thumbnail
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.
brookessinclair's profile thumbnail
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?
ezbrizlax12's profile thumbnail
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.
sandramedina's profile thumbnail
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.
ezbrizlax12's profile thumbnail
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!
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.
Anami's profile thumbnail
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 ❤️
JenYi's profile thumbnail
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.
colorcode's profile thumbnail
I am interested!
Hi Jenyi. Thanks for reading and reaching out. I’d be happy to support you. I’ll pm you!
CPeer's profile thumbnail
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? carolyn.peer@humaxa.com
brookessinclair's profile thumbnail
Hey Anon,We feel your pain. I think your question is answered by the Left brain and the Right brain. The left side of the brain is technological, logic, science, and math. The right side of the brain is creativity, dance, and art. The people in Silicon Valley base their investments based on metrics, traction, and revenue. Cold hard facts. So it makes sense that their instinct is to "measure" diversity and then increase those numbers. That's just who they are. It is most definitely worth the pain and anguish. What are they fed up with? Are they fed up that it's not a quick fix solution? That's normal. Are they fed up because they're secretly closeted racists? That's very possible. The fact is that somewhere on this platform (even in this thread) there are women who voted for Trump. Part of the 72M Trump voters are in this online community. So you can't give up because there's so much more for us to do. Wow, those are some huge companies! Have you celebrated that because that's huge! Think about when Uber first announced itself nationally and they had sexual harassment cases coming out of their ears! But they're kinda trying to be better. Let's be honest that's more than they've ever done before.There are more DEI anti-racism courses available now than I have ever seen in my life which means you are less alone now than you ever were before! My team and I developed the Bias Rehab Center (www.biasrehabcenter.com) we use movies and entertainment to help people evaluate the type of person they are now vs the type of person they want to be. Check us out! We'd love to have you in our Resident Professors program.
kdrosado's profile thumbnail
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.
amycross's profile thumbnail
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.