Comment by vkou
2 months ago
> The problem is that DEI in practice tends to be the other kind of stuff
And what does the political opposite of those initiatives look like in practice?
What does it look like in practice when you don't stop and wonder why women make up 20% of your qualified candidate pool, but only 7% of your workforce? (As another poster observed.)
Do you just shrug your shoulders, assume that your perfectly meritocratic (By whose definition?) system is free of any form of systemic or personal bias, and move on, without wondering why?
It's not wrong to stop and wonder why, but if you do, the answers are nearly always systemic, and cannot be solved at any single point by basically handicapping people to "make room".