Now only pole the loudest Americans.
this post was submitted on 17 Jan 2025
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I am actually surprised there has been so little corporate pushback on DEI because it is good for business.
Having a diverse workforce means you can better address the needs and desires of a diversity of customers. You're a lot likelier to get Latino customers if you have people of Latino heritage around to let them know what might work and what will almost certainly not.
Never underestimate the degree to which corporate management believes that they already do everything they need to and have no blind spots, or how much they resent any cost which is not directly revenue-generating.
Being in enterprise IT I'm intimately familiar with this mindset.
I’ve always felt bad for IT. They hire enough and give you just enough resources to limp along, but never enough to actually do your job well. And I feel like every few years they have to run a skeleton crew so small that something major happens to remind them why they pay you at all.
At my last job, we had to get CFO approval to buy a bag of zip ties, and the PO was denied. It was like $3.
But yeah, we had offices in India with an IT team there, and one of the C-suite assholes loved to tell us how he could replace us with 10 Indians for what they paid us.
At one point, a coworker stopped giving a fuck and said, "You're full of shit. If you could do that, you already would have."
At my last job, I had three meetings to discuss why we needed SSDs instead of rotational hard disks for a build server. The cost of the employees attending the meetings several orders of magnitude exceeded the cost of the purchase.
The cost of the CFO taking the time to look at that approval was more than the zip ties.
Yup, it was ridiculous.
But that's my point. DEI generates more revenue because it broadens customer bases.
Nowadays more and more businesses are built to rot (or bought by private equity and converted to this model), spending only a very brief period of their life cycle trying to attract customers and talented workers. Or put another way, they're increasingly being fattened up as quickly as possible for slaughter.
Most will die quickly while clawing as much value back from both customers and workers as possible, while a few winners are monopolies that do the exact same thing but get away with it for longer because there isn't strong enough competition for people to stop doing business with them (such as Adobe, from what I've heard).
As long as investors and executives keep getting the big payoffs they do by gaming the system, it keeps getting worse.
Ahh, but they are already convinced that they have the best people to broaden their customer base because those are the people they picked, and therefore there is no need to spend any money on staff and initiatives to tell them they are wrong, when that money is better spent on bonuses and marketing. Business nerds at Wharton may spot some general trends, but they don't know Company X, which has the best management team ever assembled.
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Being on the good side of government is also good for business. Especially if there are incoming tariffs. I bet many are hoping for exceptions.
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Business should be looking for the best candidates wherever they can find them. Well structured DEI policies do not contradict that. In fact, they lead to better candidates all around, because they encourage hiring managers to look at the entire diverse pool of candidates.
I feel the anti-diversity crusaders have a zero-sum view of the world, where there is only one best candidate (who coincidentally looks like they do) and if someone else gets a job over them it must mean that the scales were tipped somehow. In reality, though, there can be multiple best candidates, and where there are, it's entirely appropriate to bring in someone who can provide a different point of view.
I mean, this is basically Clarence Thomas' entire character arc. He fought through a lot of adversity as a child (both due to his poor upbringing and outright racism) and was actually quite active in the civil rights movement. He got his law degree at Yale, only to find the racist people running the law firms at the time didn't believe he was that smart, and only got his degree because of affirmative action. Yet somehow, instead of blaming the racist fucks for being so racist, he blamed Yale for admitting him in the first place. Somehow getting reverse brainwashed into promoting the agendas of people he hated.
Under today's DEI policies, law firms would be actively looking for the next Clarence Thomas, not because they need to fill a quota with a Black man, but because they know the next star legal minds could come from anywhere, so they need to make sure they don't accidentally exclude anyone.
there could be multiple best candidates
This may seem uninvuitive to some people, but it makes sense when you consider that two candidates might be not directly comparable. Eg. one is better at task X and worse at task Y, and the other is the opposite. DEI encourages weighting different strengths in a particular way, so accounting for it may cause you to choose a different "best" candidate than if you had weighted their strengths differently.
DEI is a conservative concept: have your corporate masters both decide how anti-racism can justify it's existence (good for business) and how it should be implemented (top down corpo scolding).
It's not a social issue, it's a marketing campaign. And we shouldn't feel obligated to defend something so hideous and trivial just because it aggravates the reactionary.
In an ideal world, you would be right. Unfortunately, corporations HAVE TO advertise the benefits of DEI and HAVE TO do top down scolding, because if they don't then many people would either ignore their biases or outright follow their biases. When I moved into management in a large corporation that works hard to have a diverse and inclusive environment, I was shocked at the vile things some hiring managers were saying when they didn't think the "wrong" people were listening. That subset of people need to either be forced or given justification to implement diversity into their orgs.
Polling is essentially irrelevant to determine the actual effects of DEI initiatives
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