When Elon Musk is placed in X at the end of last year “Must be dei“, Especially in the United States, covered the growing retardation, including diversity, capital and entrance. This push was strengthened by the return of Donald Trump’s first office The execution orders target the deI. The effects are already felt in the country and outside.
For example, new leadership US National Science Foundation . For one academicianThis created environment: “You haven’t heard from us because we are afraid of responding, living is at risk.”
Meanwhile, many corporations treat public commitments and still regulate domestic policies to reduce legal and political risks while still keeping their commitment to justice and opportunity. Some companies like Co-op and CostkoThey received public stands to defend their deI programs. Others can see this moment as an opportunity to keep their entirely obligations silently.
Novelist James Lane Allen said: “Difficulty does not make nature; it reveals it.” In this sense, the companies are now looking at how long they respond.
DEI dispute: Vision vs strategy
Navay, the current background is important to separate the two different aspects of the DEI dispute of companies:
- Extensive vision – a business place, which is different, comprehensive and fair, should be negotiated.
- Strategy – Special approaches taken to reach this vision to discuss and be open for elegance.
Although the best of strategies are a reliable controversy, we must not allow these discussions to distract the true issue: the DEI does not argue about interrogation, but how these principles are generally available.
A pragmatic approach to dei
Despite the disputes, most of the deI strategies have been simple, effective and widely accepted among industry and countries. These include:
- It is biased that the decisions of Hiron and promotional decisions, waiting and promoting decisions.
- Eliminate structural barriers affect certain groups such as lack of flexible work options or gender spaces.
- To promote applications applied by special meetings, geographical or race, genital or class target employer in geographical or communities.
- Using the original representation in brand and messaging and using the original representation (such as “employees of” employees of “employees of employees” in the visible way.
Disputed issue: Positive discrimination and quotas
In the DEI Disputes, the real flashpoint affects the adoption of “positive discrimination” or personality factors, and the adoption of quotas. Supporters claim that this is required to move today to correct today’s historical injustices and address systemic disadvantages. Meanwhile, the opponents claim that based on personal treatment, based on more identity and creates resentment among those who feel excluded.
It should be noted that the approach of the United States to the positive action was more confident than other countries. For example, England does not allow positive action in hiring. EITI ACT ACT is illegal in 2010, although positive action is positive actions, such as mentoring for non-early groups.
Personally, like one of the mixed races, I am worried about positive discrimination. I would not want to be promoted because of my race, but I would not want to withdraw for it.
Larger picture: Dei as a political paz
The real problem with the existing dei dispute is that when claiming to be on tactics, often controlled the concept of diversity and input. Many critics do not try to improve dei, but they try to disassemble the status quo of white men.
Most of the anti-dei rhetoric, especially from the Maga Movement, is not only about politics, but to violate the competence of women and colors. The way to the DEI has become a political wedge release. Many critics are insulting this as “anti-white” or “anti-merit”, in fact, it is actually to ensure fair access to the opportunity.
This kind of turning is nothing new. Each big push to access more
Meritocracy Myth
It is one of the most common criticism of the DEI, “Meritocracy” violates. But the truth is that the actual meritocracy may not be available in a system where there are possible barriers.
If certain groups were historically abroad or disadvantaged, if the playing field is already at the level, it is just wrong. Justice tells us to be reduced by standards – this is to ensure that the talent does not escape due to the lack of bias, input or systematic barriers.
Moreover, the dei is not just immoral – this is a The need for business. Studies show that various teams make better decisions and have More innovativeInclusive companies Top talent involve and saveand these jobs reflect the customer base more successful.
DEI benefits everyone
It is also important to push back against a false “Personality Policy” narrative. It is not about identity for the SEI identity, it is to allow all people to equal opportunities and develop opportunities.
The truth is that the truth is often beneficial to everyone else, if it often benefits certain groups. Policies such as flexible handling, fair salary structures and inclusive recruits, create a better environment for all marginalized employees. DEI is about expanding them without restriction.
The way forward
We must be open to the discussion of different strategies for entry, but ensuring the real goal of this dispute should not allow the use of jobs as distractions.
Most importantly, the DEI should not be about improving the opposition, but to recognize it completely.
Because Dei is a real question as an option to do or kill or kill him, “Should he live?” – This should be completely abandoned by justice, opportunity and access.
It’s a real battle.
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It can be died to strategies to develop justice and opportunity in our workplace Global capital peak On March 5-6. Please join us to share your prospects.
If you work for a large company and navigate these difficulties, I have a private, safe conversation on March 5. If you want to join, let me take a message – I would like to hear from me.
