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Yuri Bezmenov's avatar

DEI commissars are well paid professional racists. They destroy company culture and in healthcare take resources away from patients. Here is a case study: https://yuribezmenov.substack.com/p/how-to-fire-a-commissar

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The Cosmic Stoic's avatar

Very interesting. I'm a partner at the consulting arm of a Big 4 company (also writing using a pseudonym), and it's very similar to what happens in our firm.

We use these D&I metrics in many places, notably % of people in such groups. And while we tout our incredible numbers to the four winds, they're primarily located in support/admin and the lower ranks. Directors and partners, however, are primarily white males.

I agree that diversity in executive ranks would improve our problem-solving capability and our value to our clients. However, we do it precisely as the author writes: tipping the scales of recruiting and promotion so that more diverse people have a better chance.

By themselves, these efforts are not necessarily flawed. They do accelerate the diversity in the firm. The problem is that they have to work alone, with no complementary measures to improve training and retention.

So you get a situation in which, for example:

- We promote more diverse people to partner ranks - still very few, but more than meritocratic evaluation would promote alone;

- Then we leave them to fend for and find clients by themselves;

- By the end of the year, they have done worse than others (not all - some indeed do perform spectacularly! - but many don't);

- Since variable compensation is meritocratic with a mix of seniority and eat-what-you-kill, they tend to get lower bonuses and be perceived as not-quite-up-to-speed;

- Then a significant number either leave for an executive role, having achieved the partner-level stamp in their CVs; or get recruited by a rival firm since hiring bonuses are much more discretionary than end-of-year ones;

- And so, to make up the difference, we have to continue disproportionately promoting diverse directors and also recruiting diverse partners from other firms.

In conclusion, I'm not against giving a better shot at recruiting and promotion to diverse populations. But doing that and only that, with no extra support, no performance improvement or retention efforts, is a big shot in the foot.

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