Why are we still being told to participate in DEI intiatives? When will this nonsense stop? Here is what other companies are doing - https://www.bbc.com/news/articles/cgmy7xpw3pyo
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Any company that want to remain profitable should remove DEI.
DEI is moving backwards. It's institutionalized discrimination with a smiley face on it. That's all it is and all it ever has been. Hire/promote the best candidate. That's it. Everything else is nonsense that's bad for both the company and the employees.
@cv+1jhpjacmn
Its not moving backwards from the corporate/capitalistic perspective. If anything it is moving forward in terms of quality and effectiveness. DEI lowers the quality across the board, and this is not a dig at any minorities, mathematically it is improbable that quality can improve. If you have 2 groups, group A with 100 people and group B with 15 people, let's assume both groups have equal amount of talent. If you want top talent 20% from group A that is 20 people, if you want top 20% talent from group B that is 3 people.
Practicing DEI would make it near improbable for quality to remain high as group B will be extinguished quickly and you are going to be drawing from the bottom of the barrel in terms of talent. If there is some sort of balance to ensure EVERY company implementing DEI hires based on the demographic percentages then maybe it'll have no effect on quality but that is near impossible to manage.
So … move backwards is the idea?
There is an old saying “I didn’t stand up when they came for them, so no one left to stand up for me”.
No more mass junk DEI emails, how wonderful!!!!
"We hold these truths to be self-evident, that all men are created equal, that they are endowed by their Creator with certain unalienable Rights, that among these are Life, Liberty and the pursuit of Happiness."
.... pursuit of a fair and just environment, our work should be evaluated based on our skills, performance, and contributions, not on our race, color, or any other personal characteristics. DEI should not be a factor for hiring and promotion.
There is still a lot to do - Trim the fat !!!!!!
Identify Underperformers, regardless of they are DEI or not "all men are created equal"
Immediately identify employees who are failing to meet performance standards. This must be done with clear, objective data—there’s no room for ambiguity. Once identified, document every instance of underperformance and the steps taken to address it. This is critical and non-negotiable.
Issue an Unambiguous Warning: Give a clear, direct written warning, stating unequivocally that their performance is unacceptable. Make it crystal clear that if they do not show immediate and significant improvement within the specified timeframe, they will be terminated or reassigned. There will be no second chances, and the consequences are non-negotiable.
Place Them on a Performance Improvement Plan (PIP): Put the employee on a Performance Improvement Plan with strict, measurable goals and an unyielding deadline. This is not a suggestion—it is a final opportunity for them to demonstrate they can meet the basic expectations of the role. Any deviation, excuse, or failure to meet these goals will result in immediate action.
Monitor Progress Relentlessly: Track their performance rigorously—there is no tolerance for delays or subpar progress. The bar is set high, and the employee must meet the deadlines without fail. If they do not meet expectations by the set deadline, they will be terminated or reassigned, and there will be no negotiation.
Set a Hard, Non-Negotiable Deadline: Make it absolutely clear: if they fail to meet the goals by the deadline, they are out. There will be no extensions, no excuses, and no further opportunities. This is the final opportunity, and they must succeed or face the consequences.
Act Without Hesitation: If the employee fails to improve by the deadline, take immediate and irreversible action—terminate or reassign them without delay. Do not waste time or energy on excuses. The decision must be swift, final, and in line with company policy. There will be no soft landing, no further chances.
Be Transparent and Uncompromising: Communicate the consequences of underperformance clearly and firmly. They must understand the gravity of the situation and that failure to improve will result in their departure from the organization. There is no room for ambiguity—this is a zero-tolerance policy.
Execute the Exit Strategy Relentlessly: Once the deadline has passed and the employee has failed to improve, carry out the exit strategy immediately and without hesitation. This is not negotiable. Whether it is termination or reassignment, it will be carried out swiftly and without delay.
Protect Team Standards and Morale: The team must see that underperformance is not tolerated at any level. Uphold the high standards expected of every employee and ensure that poor performance is eradicated quickly. This is about protecting the integrity of the team, the organization, and its goals.
Act Decisively: There should be no dragging out of this process. Make the tough decision quickly, without second-guessing. Any underperformer who fails to meet expectations will be removed immediately and with absolute certainty.