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0 pointstablespoon3y ago0 comments

>> D&I may very well be operating at the wrong end of the pipe.

> Then that should be the argument at hand. Not rejecting the idea outright.

That doesn't follow. If D&I is operating at the wrong end of the pipe, it should be rejected outright because it won't work and will cause pointless problems in the meantime.

> That there is no system in place for addressing concrete performance issues in any employee is the failing of the organization.... If this is not the case at the organization she worked at, she was bound to burn out, irrespective of the DEI objectives.

There was a system in place, but if you couldn't read between the lines: the bar was far higher for firing a "diverse" employee with performance issues, which followed from the DEI ethos in place.

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omegaworks3y ago

>If D&I is operating at the wrong end of the pipe, it should be rejected outright because it won't work and will cause pointless problems in the meantime.

So instead of discussing ways of making D&I work, we should throw it away. Sounds like a newbie dev throwing a tantrum over having to build on a system with legacy code.

>the bar was far higher for firing a diverse employee with performance issues, which followed from the DEI objectives.

That statement doesn't simply "follow from DEI objectives." Was that bar for performance standards explicit? implicit? or, like a lot of other replies here, hyperbole?

zozbot2343y ago

> So instead of discussing ways of making D&I work

Parent comment didn't say anything like that. Please assume good faith in discussions. They said that D&I efforts are more likely to work if focused on other parts of the education/industry pipeline, which seems at least plausible.

omegaworks3y ago

Parent comment literally said "D&I should be rejected outright" and uselessly categorized the pain of driving institutional change as "pointless problems."

There is a point to trying to change a system that only sees white people at the end of the hiring pipeline. We can debate where it needs to change, but the change is necessary.

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tablespoonOP3y ago

> That statement doesn't simply "follow from DEI objectives." Was that bar for performance standards explicit? implicit? or, like a lot of other replies here, hyperbole?

The person simply couldn't do the job and was profoundly incompetent, and the response was to that was to repeatedly be told to spend more time training them. My friend had previously successfully terminated a white employee who was under-performing but turned out to be more competent than this one.

j / k navigate · click thread line to collapse

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omegaworks3y ago

>If D&I is operating at the wrong end of the pipe, it should be rejected outright because it won't work and will cause pointless problems in the meantime.

So instead of discussing ways of making D&I work, we should throw it away. Sounds like a newbie dev throwing a tantrum over having to build on a system with legacy code.

>the bar was far higher for firing a diverse employee with performance issues, which followed from the DEI objectives.

That statement doesn't simply "follow from DEI objectives." Was that bar for performance standards explicit? implicit? or, like a lot of other replies here, hyperbole?

zozbot2343y ago

> So instead of discussing ways of making D&I work

omegaworks3y ago

Parent comment literally said "D&I should be rejected outright" and uselessly categorized the pain of driving institutional change as "pointless problems."

There is a point to trying to change a system that only sees white people at the end of the hiring pipeline. We can debate where it needs to change, but the change is necessary.

1 more reply

tablespoonOP3y ago

> That statement doesn't simply "follow from DEI objectives." Was that bar for performance standards explicit? implicit? or, like a lot of other replies here, hyperbole?

j / k navigate · click thread line to collapse